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: 2008 2009
The CDC office currently has forty-three (43) positions under various mechanisms - including six (6) direct
hires, thirteen (23) locally employed staff, one (1) Eligible Family Member (EFM) and thirteen (13)
contracted staff (COMFORCE, PSC). Twenty-nine (29) positions are currently filled, six (6) are in process
and eight (8) positions are currently vacant, but will be filled in the near future. Three of these eight are
previously filled positions. Recruiting and hiring in Mozambique has proven to be difficult on many fronts
including lack of available hiring mechanisms (Comforce is no longer available for overseas hires), dire/visa
issues with the local government and severe shortage of local human resources. Even with tremendous
challenges, CDC has been able to fill many of the vacant positions and is on line to fill the outstanding
vacancies during this next year.
In addition to the previously approved positions, CDC Mozambique is proposing 20 technical and
administrative positions that will manage the significant increase in activities for 2008 and beyond. They are
discussed in the Staffing Matrix as well the individual program activities that will fund these positions.
CDC received approval in the 2006 COP to expand the office to the adjacent space in our existing building.
We are now occupying the new offices. Most of the costs included in the M&S budget cover expenses
related to supporting the CDC staff and office expenses. Some technical staff salaries are included in the
M&S budget per COP Guidance.
This activity contains funding for various administrative activities in the amount of $703,952
- Salaries and benefits ($628,952)- 100% of CDC's Deputy Director and 100% of the Director are paid via
the Management and Staffing program through this mechanism. In addition, full salary and benefits are
provided in this activity for the IT Manager, the Office Manager and Sr. Financial Specialist positions. Note
that we are requesting early funding for this amount to assure availability of funding for these key
employees.
- Other Equipmwnt paid with IMPAC ($35,000)
- Other Supplies paid with IMPAC ($40,000)
This activity contains funding for various administrative activities:
- Salaries for various administrative support staff ($398,260) - IT Assistant,Program Support Specialist I,
Administrative Assistant I, Administrative Assistant II, Administrative Assistant III, Administrative Assistant
IV, Driver I, Driver II, Driver III, Driver IV, Driver V, Dispatcher/Driver, Executive Secretary, HR
Administrative Assistant, Procurement Agent, Receptionist, Travel Assistant, Translator/Language
Instructor. Note that we are requesting early funding for salaries to assure availability of funding in the early
months of the fiscal year.
- Automobile Fuel for CDC Motorpool ($12,000)
- Automobile maintenance and insurance ($22,000)
- Office Cleaning Services - ($8,816)
- Customs clearance of goods (Supplies, Equipment, Furniture, etc.) ($14,000)
- Locally procured Office Supplies ($25,000)
- HR Position Announcements in local paper $2000 per announcement ($32,000)
- Internet Service for CDC Office $2900 per month + VAT (17%) (includes possible 8.8% increase)
($44,312)
- Office Maintenance contract ($25,000)
- Utilities - Office phones (Land line & cell phones), electricity and water ($87,000)
- Shipment of things ($12,000)
- Residential Furniture and Other Equipment - ($250,000)
- Residential rent for direct hire employees - ($477,000)
- Parking fees - ($19,160)
- Conference Travel /Registration - ($70,000)
- Post paid awards to LES Staff - ($7,500)
- Travel for R&R /Home leave/MEDIVAC - ($114,000)
Most of the roles of the new and proposed positions funded with this activity are self-explanator
administrative support positions necessitated by the significant increase in activities and new program staff.
However, we feel one position may warrant further explanation.
Translator/Language Instructor (FSN) - The Language Instructor/Translator provides language training,
translation and interpretation services for various staff. It has become increasingly difficult in recruiting new
staff that have required levels of fluency in Portuguese as well as English for those locally hired. By having
an in-house language instructor, it will be much easier to coordinate classes.
