Capacity Building

OCCD efforts were also focused on the capacity building of HF staff to improve the quality of primary health care. TNA was conducted at the beginning of year and based on that a comprehensive training plan was developed to implement during the year. According to the project three-year plan, a total 90 training sessions will be conducted for 3,771 health workers at health facilities and community level. (Female and male) including doctors, midwives, nurses, Lab, technician, pharmacist, vaccinators and other clinical staff will receive the training.  During the 2015 and 2016 we enabled to train 692 health workers including male and female. The training consisted both clinical and non-clinical trainings. As well the health facilities management team trained on supervision/monitoring, HR, general management, gender awareness, BCC and IPCC trainings.  These trainings and capacity building activities had a great impact on performance of health workers and health facilities to achieve the project goals and objectives. To meet the required training standard, OCCD equipped the training room and essential training material and as well as hired a professional and qualified master trainer to facilitate these trainings. Based on the training need assessment, we identified and introduced committed and motivated staff members with good communication skills, to participate in TOT sessions provided by capacity building officer. To make sure cascading skills and knowledge transfer, the capacity building officer of OCCD supervise all participants of training activities, to review what they have learned and if they have prepared a post-training action plan. We make sure that every staff of the project, who attends any training, transfer knowledge/skills to his/her other colleagues.  A copy of the training materials is kept in the main library of main office as well as provincial office for future reference and use by other staffs. Copies of all MoPH policies, strategies and guidelines distributed to the project staff, especially HFs staff on regular base.

Conducting training and exchange visit from model Shuras was the approaches that we used for the capacity building of Shuras. We used the monthly meetings opportunity to train the health shura members and improve their capacity.

The following topics included:

  1. Basic management and business communication skills: to help them in proper and regular decision making and managing the meetings in a professional manner.
  2. Leadership Development Program: to enable them in identifying the challenges on the health related issues, analyze the causes, identify solutions, prepare action plan, implement the plan and monitor/evaluate the achievements.
  3. Partnership Defined Quality;
  4. Behavior change communication: to enable them in properly bridge communication gap between health workers and community members, through regular assessment of patients’ satisfaction,


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