southern sudan health system assessment - Health Systems 20/20

TABLE 5: EXISTING TRAINING INSTITUTIONS AND THE NUMBER OF COURSES OFFERED
State Location Number of Sites Number of Courses
Upper Nile
1 Malakal (former Govt.
3 3
of Sudan [GoS])
2 Renk (former GoS) 1 1
3 Keew 1 1
4 Nyal 1 1
Central Equatoria/ Bahr
5 Yei 1 2
E Jabal 6 Juba (former GoS) 5 7
Jonglei - 0 0
Eastern Equatoria - 0 0
Warrap 7 Marial Lou 1 2
North Bahr El Ghazal 8 Aweil (former GoS) 1 1
Western Equatoria
9 Lui 1 1
10 Maridi 3 3
Unity 11 Bentiu (former GoS) 3 3
Lakes
12 Rumbek 1 1
13 Billing 1 2
14 Adol 1 2
West Bahr El Ghazal 15 Wau (former GoS) 3 3
Total 22 33
Source: MOH/GOSS 2006a
Within training institutions, training focuses primarily on theoretical, disease-based knowledge rather
than prevention and aspects of health promotion.
Programs use traditional teaching and learning methods instead of practicum/experiential learning. There
is no national accreditation mechanism in place for training institutions and hence no system to measure
training quality. According to the human resource situation analysis, which assessed six indicators
(infrastructural design; average annual intake/output; availability of qualified teaching staff; availability of
library facilities; management practices; and field practicum), trainee performance assessments are weak,
and training objectives poor, and only 14 percent of surveyed institutions had adequate training capacity.
Because most training institutions are in a state of disrepair, the MoH will contract for architectural
assessments in preparation for rehabilitating and equipping existing training facilities, particularly three
nursing schools, three midwifery schools, and two laboratory technician schools.
How do human resources affect health services
• Poorly selected and trained health staff cannot provide quality services.
• Poorly deployed staff cannot cover underserved populations in need of health services.
• Poorly remunerated health staff is not motivated to provide quality services.
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