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: 2011 2012 2013 2014 2015 2016 2017
1. Goals and objectives:
This program seeks to strengthen Human resources information systems and data use to inform HR policies and equity in the health workforce. The HRIS will monitor the MOH and PEPFAR commitments through the partnership framework, to increase the number of trained health workers in the health sector. 2. Cost-efficiency strategy:
Emory project is working closely with the USAID funded Capacity project to mutually leverage the resources towards a comprehensive HR information system. The Capacity project supports the broader iHRIS that covers all personnel in the MOH, including non-medical employees of the MOH (e.g. administrators, support staff, etc). Enhancing interoperability between iHRIS, KHWIS and the payroll data provides vital information such as health workers who are no longer in employment and any skewed distribution of health workers. These save significant personnel cost.The introduction of a web-based system for tracking online application and payment for licensure and retention will reduce the cost and time spent by health workers visiting the regulatory bodies for these statutory requirements resulting in more time spent at the health facilities.3. Transition to country partners:
The Kenya Health Workforce Information System (KHWIS) was developed by a local company and is maintained by Kenyan programmers who work closely with the HR department of the MOH and the regulatory bodies. 4. Vehicle information: No vehicles have been/will be procured with PEPFAR funds.The target population is health workers, program managers and policy makers. The program has a national coverage. This activity supports GHI/LLC.
Human resources are a key component of the national health systems. Failure to track the training (pre-service and in-service), deployment, attrition and other related HR attributes can be a major obstacle to delivery of health care. This mechanism is used track various cadres of health workers from training to the point they leave service, and the tracking system is maintained and used by the MOH and regulatory/professional associations. The Emory Project is in the process of developing HRIS for 4 health professional regulatory boards (Nursing Council of Kenya (NCK), Medical Practitioners and Dentists Board (KMPDB), Laboratory Technologists/Technicians Board, (KMLTB) and the Clinical Officers Council (COC)). The project is planning to begin developing a system for the Pharmacy and Poisons Board (PPB) in project year 2011 2012.
Key activities include: 1.Completion of current systems implementation and evaluation for the KMPDB and KMLTB by October 2012 and transition to the maintenance of these systems. Implementation of the evaluations on the KMPDB, KMLTB and COC will be carried out in 2012-2013. 2.Continuous capacity building throughout the process, which will continue in 2012-2014 due to staff changes. The project will work with MOH and the Boards to put in place sustainable training models. 3.Interoperability of both the deployment iHRIS (Capacity, Dept of Personnel) and the supply databases (Emory, CDC, Kenyan regulatory agencies). Interoperability is critical for workforce management, health program planning, and policy development. CDC-Atlanta has funded Emory to examine the interoperability between the HR databases and the HMIS data with a focus on the District level during 2011 2012, and is likely to continue into 2013. The recommendations from the assessment will be implemented in 2013-2014. 4.Develop a web-based tool for professional associations. Most agencies would like to have functions, such an online application and payment for licensure. User specifications will be done during project year 2012.
5.
Improving long-term research capability in collaboration with KEMRI-Wellcome Trust so that Kenyan scholars and scientists may conduct research related to Health Systems Strengthening, especially HRH. 6.Leveraging continuous professional development system toolkits, developed through funding from CDC-Atlanta for the establishment of the African Regulatory Collaborative. These materials will assist Kenyan agencies to create CPD systems, allowing them to monitor continuing training/education of their staff.
The Emory project works in collaboration with the USAID funded Capacity project to ensure a broader coverage of HR issues at the MOH, leveraging each partners comparative advantage. While Emorys work focuses on the supply (training) and regulatory components, Capacity project focuses on deployment of various cadres of health workers. The MOH has recently set up a data center with servers that host all health data. The HRIS databases will be migrated to the MOH owned data storage, significantly cutting the cost of server space and connectivity that was previously met by PEPFAR. Overall, these systems will help in the tracking of training and distribution of health workers, ensuring that skills/personnel are matched with facilities/regions needs.
