PEPFAR's annual planning process is done either at the country (COP) or regional level (ROP).
PEPFAR's programs are implemented through implementing partners who apply for funding based on PEPFAR's published Requests for Applications.
Since 2010, PEPFAR COPs have grouped implementing partners according to an organizational type. We have retroactively applied these classifications to earlier years in the database as well.
Also called "Strategic Areas", these are general areas of HIV programming. Each program area has several corresponding budget codes.
Specific areas of HIV programming. Budget Codes are the lowest level of spending data available.
Expenditure Program Areas track general areas of PEPFAR expenditure.
Expenditure Sub-Program Areas track more specific PEPFAR expenditures.
Object classes provide highly specific ways that implementing partners are spending PEPFAR funds on programming.
Cross-cutting attributions are areas of PEPFAR programming that contribute across several program areas. They contain limited indicative information related to aspects such as human resources, health infrastructure, or key populations programming. However, they represent only a small proportion of the total funds that PEPFAR allocates through the COP process. Additionally, they have changed significantly over the years. As such, analysis and interpretation of these data should be approached carefully. Learn more
Beneficiary Expenditure data identify how PEPFAR programming is targeted at reaching different populations.
Sub-Beneficiary Expenditure data highlight more specific populations targeted for HIV prevention and treatment interventions.
PEPFAR sets targets using the Monitoring, Evaluation, and Reporting (MER) System - documentation for which can be found on PEPFAR's website at https://www.pepfar.gov/reports/guidance/. As with most data on this website, the targets here have been extracted from the COP documents. Targets are for the fiscal year following each COP year, such that selecting 2016 will access targets for FY2017. This feature is currently experimental and should be used for exploratory purposes only at present.
Years of mechanism: 2010 2011
In FY10, five new medical schools will open along with an unknown number of new training programs will be implemented for new healthcare workers. As a result of this expansion, the number of health care workers will increase substantially in the next few years. Despite the chronic shortage of health care workers in Angola, specifically doctors, midwives, laboratory technicians and pharmacists, the current health care infrastructure is both unable and ill-equipped to absorb such rapid expansion of the healthcare workforce. In order to increase the absorbability of this large influx of new healthcare workers into the current system while managing existing workers, it is imperative that the USG provide technical assistance (TA) to support the implementation of managerial systems and build the capacity in the hiring, distribution, and retention of health care workers. The Capacity Project will provide support to the MoH and INLS with a Human Resources Assessment, the development of a Human Resources Strategic Plan, and the establishment of a Human Resources Information System.
In FY 2010, the Capacity Project will first be implemented in the priority areas of border districts such as Luanda and Cunene to ensure that a well functioning management system is in place so that resources can be distributed equitably in the most effective manner. The project will then potentially be expanded to other regions of the country. Furthermore, it is essential that routine performance evaluation for healthcare workers are established and the appropriate in-service training can be offered to these newly trained healthcare workers once they enter the workforce in order to effectively monitor and improve the quality of the services they provide for their patients. The USG will support the MOH's effort to improve the retention rate of healthcare workers in the country and assist the government is using the Human Resources Information System, once it is established, to efficiency allocate and train healthcare workers according to needs.
