PhidisaTraining Section ReportJuly, 2004

Chair: Capt. Johanna MotaungCo-Chair: Judy ZuckermanOperational Group Members:

Cpln. Mashinini Cpln. MhlongoCol. HarrisonLt. Col. BoschLt. Col. Engelbrecht

Accomplishments Since June 2003Date Topic/Title # Roles Sites

Dec ’03 Phidisa Training ~100 for 2 wks All All

Feb ‘04 CSW & Leadership 14 DMCOC

Mar, Apr, May ‘04

In-post training 4 2 MDs

2 nurses

Umtata & 3Mil

June ‘04 SAS 4 Data Mngr DMCOC

June ‘04 NIH 2 Week 5 MD DMCOC,Umtata, 1Mil, 2Mil, 3Mil

June ‘04 UNISA: How to present papers

7 DMCOC

•Draft training policy•Interim budget proposal

Guiding Principles

• Equity: There should be equal opportunity for obtaining required competencies & professional development across roles and job sites.

• Integration with SAMHS and SANDF• Opportunity = Responsibility• Empowerment of Phidisa staff• Mentorship• Transparency• Teamwork

Goals: Mission

• To develop a training program, in accordance with national guidelines, that enables the staff of Phidisa to obtain the goals of Phidisa.

Goals: General

• Capacity Building: training necessary to meet expectations of position descriptions

• Professional Development

• Training outside of Phidisa

Goals: Capacity Building

• To assure that every Phidisa staff member has completed the following training by October 2004:– Induction Training– Masibambisane (role specific + general)– Basic computer skills and outlook training

Training section to coordinate with existing mechanisms

Goals: Capacity Building

• To develop a training matrix that describes essential knowledge sets and skills for each position description by Oct ’04. Training section Note: this includes new hire competencies

• To develop a training plan(s) for each skill-set identified in the training matrix by Jan ‘05. Training Section

• To ensure that each Phidisa staff member has a personal development plan based on their own competencies compared to the training matrix and create a consolidated matrix of staff and training needs by Jan ’05. Phidisa site leadership – ie. PIs

• Each Phidisa staff member will have obtained all competencies listed in their personal capacity development plan by July ‘05

Goals: Capacity Building

Phidisa

Military O

rientation

Military S

ecurity

Princip

les of SA

MH

S P

atient Managem

ent

PO

ccT

CS

W

Basic H

IV

Princip

les of Ca

re

Princip

les of Co

unselling

Opportunistic D

iseases &

Pre

vention

Psych

osocial F

actors in HIV

Transm

ission

Princip

les of AR

V T

reatment

HIV

Treatm

ent and C

are

Opportunistic D

iseases and M

anagement

Princip

les of AR

V's

Suppo

rtive Counse

lling

Treatm

ent Ad

herence C

ounselling

Non-A

RV

Interventions

Principal InvestigatorsMedical OfficersNursing OfficersStudy CoordinatorsCommunity Care OrderliesSocial WorkersDieticiansLab Tech

Induction Basic HIV Intermediate HIV

Budget: Capacity Building

• Utilize SAMHS, SANDF, Clindev/Holisizwe, & Phidisa staff and infrastructure at minimal additional cost. (mentorship, empowerment, teamwork)

• Includes rotation of staff thru sites

• Re-evaluate budget once needs assessment is completed.

Professional Development Opportunities

Equity:• ≤ 2 opportunities / person / year• ≤ 3 people / site / event• ≤ 2 people / role group / site / event

Integration with SAMHS, SANDF & Phidisa• Only granted if unavailable through above

mechanisms• OC & Phidisa supervisor approvals required• Career manager notification required (for long term

training)

Professional Development Opportunities

Opportunity = Responsibility, Mentorship & Teamwork:• Presentation at site or for role group• EduFlash! article published• Report• Payback 1:1

Empowerment• Application process is staff responsibility, including

approvals & notifications.

Professional Development Opportunities

Transparency• Published process• Criteria

– Phidisa Relevant (HIV/AIDS, Clinical Research etc)– Role Relevant– Unavailable via SAMHS or other mechanism– Meet procedure timelines, approvals, and

procedures

Goals: Professional Development

Application process by October ’04. Training Section• Conferences

– Opportunities published by Oct ’04 Training Section– Must have abstract accepted– Note: abstract must be accepted by abstract review

committee prior to submission (committee role is review/approval, suggestions, submission suggestions)

• Counter-Intelligence

• Epidemiologist

• Biostistician

• Regulatory/Ethics

• Content Specialists

• EC

Goals: Professional Development

Application process by October ’04 (continued)• Training (outsourced)

– Per stated criteria, process & form– Opportunities published by Jan ’05 Training Section

• Nominated Professional Development– Accept nomination 2x/year– Recommendations required– Committee select 8 candidates each half year for professional

development opportunity such as large (relevant) professional conference in South Africa.

• Regulatory Oversight Manager• DMCOC Director• Training Section Coordinator• Role OC/ Supervisors of candidates• SAMHS Functional Director

Goals: Professional Development

Training at NIH – opportunity for all• 3 times per year• Rotation by role groups (1 per site)

– Medical Officer– Nurses– Psycho-social & dietician

• 1-2 Pharmacist per training• MOs ID’d by DMCOC Clinical Director• Phamacist ID’d by DMCOC Pharmacy Director• All others identified by site PIs

Goals: Professional DevelopmentPhidisa Scholarships• Training section role is facilitation

– Identify & publish selection criteria, application process & deadlines (Oct ’04)

– Facilitate mentorship in application process– Provide stipend

• Applicant Role– Assure qualifications– Complete application– Assure appropriate approvals and coverage– Sign contract which includes 1:1 Phidisa payback

• If you get coverage (approvals) and accepted to program CONGRATS, no further selection process!

Goals: Professional Development

Phidisa Mentors Program• Mentor Request by Oct ’04 Training Section• Requests submitted by Jan ’05 Site Leaders• EduFlash! to begin Sept ‘04

– Authors requested by Training Section, payback, or voluntary

– Mentor/Phidisa staff work together for assigned deadline

– Distribution to SAMHS (inc Phidisa) via SAMHS mechanisms

– At least 24 editions/year

Budget: Professional Development

Conferences: 2 International travel & reg.+

10 domestic travel & reg

Training (Outsourced): 1 class per Phidisa staff + rotating experiences

Nominations: 16 for domestic conferences

NIH Training: 21

Phidisa Scholarships (stipend): 2

EduFlash!: 24 issues

Budget: Professional DevelopmentTraining Budget - June 2004-June 2005: R 2,691,929

NIH Training29%

Nominations12%

Training33%

Phidisa Scholarship

Program14%

Administrative Expenses

3%

EduFlash0%

Conferences4%

Capacity Building5%

Goals: Other

• Develop a training tracking system by Jan ’05• Develop as needed training materials &

procedures for non-Phidisa staff in collaboration with site development team– Business cards– Information sheets

Goals: beyond July ‘05

• Performance Review• Exit Interviews

Resources

• Johanna, Thandeka, Judy, Scott• Active members: continue to collaborate

monthly