Annual Programme of Work 2005 - Ministry of Health

• Expansion of 16 existing training institutions completed and infrastructure for 2 new
ones constructed.
• Construction of office complexes for the GCPS, FDB and NMC commenced.
• Provision of Geographic Information System to strengthen monitoring and
supervision of capital projects.
• Commencement of programme for the construction of country-wide staff
accommodation.
• 40% of District level BMCs preparing 2006 capital plans using the Integrated
Capital Investment Planning Model
Human Resource Development
Human resource development and management in the health sector has been inundated
with a number of challenges. These challenges include inadequate number of staff,
inequitable distribution of staff especially to the deprived areas, and staff retention. There
also appears to be enormous differences between regions in the productivity of staff,
interestingly with the overall output per staff member significantly higher in the poorer
regions. For the brain drain in the sector, there has been a slight improvement in the case
of doctors. This is evidenced by an improvement in the doctor-population ratio from
1:21,086 in 2002 to 1:17,489 in 2003. The focus for 2005 would be to mobilise resources
to provide the needed incentives to motivate and retain staff, increase intake into health
training institutions develop and decentralize further human resource management
functions.
The priority activities would include:
• Review the key human resource initiatives the incentive package and develop
pragmatic solutions to future implementation
• Negotiate with MOFEP for the decentralization of the human resource budget to the
health sector
• Train auxiliary medical and nursing staff with clear roles and function for the lower
levels including for the CHPS program.
• Continue the process of re-distributing health personnel to ensure equitable
distribution.
• Strengthen the human resource information system to ensure regular up-date human
resource information in support of evidence based decision making.
• Establish guidelines and system for attracting health workers overseas into Ghana
health sector
• Initiate a system and programme for staff performance management in all agencies.
• Collaborate with District Assemblies/other partners in the recruitment of trainees and
implementation of deprived area incentive schemes
• Provide continuing professional education to health workers
Expected Outputs/Results
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