Health in Ethiopia - Human Resource Development

Human Resource Development

Human Resource Development (HRD) has been a key component in the successive HSDPs. It has been one of the key components in HSDP III with the main objective of improving the staffing level at various levels as well as to establish implementation of transparent and accountable Human Resource Management (HRM) at all levels. It is envisaged that this will be made possible through increasing the number and capacity of training institutions, use health institutions as a training center as well as through establishing a platform for the effective implementation of CSRP and introducing incentive packages.

With the aims of improving the overall HRH situation in the country the government has initiated BPR process that thoroughly analyzed the HRH situation in the country. Based on this a comprehensive HRH strategic plan that details the HRH planning, management, education, training and skill development, legal frame work as well as financing mechanism have also been developed through involvement of relevant stakeholders, development partners and international consultants. To improve the staffing number and composition at various levels, taking into account the HRH requirement for the universal Primary Health Care (PHC) coverage by the end of HSDP III period, the focus has been on scaling up the training of community and Mid-Level Health Professionals (MLHPs). With regard to community level professionals a total of 31,831 HEWs have been trained and deployed to meet the HRH requirement for HEP. Similarly, Accelerated Health Officer Training Program (AHOTP) was launched in 2005, in five universities and 20 hospitals to address the clinical service and public health sector management need at district level. So far more than 5,000 health officer trainees (generic and upgrade) have been enrolled and 3,573 Health officers were graduated and deployed. In addition; to address the HRH need for Comprehensive Emergency Obstetric Care (CEmONC) and other emergency surgery service need at PHC level, curriculum for masters program on Emergency Surgery has been developed and training has been started in five universities. To address the critical shortage and mal-distribution of doctors, in addition to the existing medical schools a new medical school that uses innovative approach has been opened in St. Paul’s Hospital’s Millennium Medical School. A new integrated curriculum that enhances the clinical skill and social accountability of medical doctors has also been developed.

Overall, the available professionals at the end of HSDP III compared to the HSDP III targets shows that the target has been met for community level and most of MLHP. The number has also significantly increased compared to the levels in the previous HSDP. However, there is still major gap with regard to medical doctors, midwives and anesthesia professionals (See Table below) especially when one takes into account the long lead time and limited involvement of private sector in training of these professionals.

The above table shows health professional to population ratio in selected key categories of health professionals across regions. Anchored in the recent reports, numbers of health professionals in different parts of the country are lower than what is standard. Especially worsened in agrarian and pastoralist regions. However; the available professionals at the end of HSDP III compared to the HSDP III targets show that the target has been met for community level and most of mid level health professionals. The number has also significantly increased compared to the levels in the pervious HSDPs. However, there is still major gap in highly skilled professionals like Medical doctors, midwives and anesthesia professionals.