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 2012 2013 2014 2015 2016 2017 2018
COP 2010 Overview Narrative
SUBSTANTIALLY CHANGED FROM LAST YEAR
The HHS/CDC cooperative agreement with Potentia Namibia Recruitment is a continuing mechanism from COP09. The mechanism supports Potentia to perform a limited number of human resource-related services on behalf of the Ministry of Health and Social Services (MOHSS). These include, administering payroll with a local bank to ensure that electronic funds transfers are completed to MOHSS contract staff on time, and, when requested by the MOHSS, support for recruitment.
This mechanism will expire during the first half of COP10. Because of this, only a portion of COP10 funding will be routed through this existing mechanism. A new, competitive, cooperative agreement will be announced in 2009. A TBD partner will be identified in early 2010 and awarded a five year cooperative agreement to provide these limited human resource services. A TBD IM has been created for this new mechanism.
Objectives: This mechanism has one primary objective: (1) to provide limited human resource services to the MOHSS and other PEPFAR-supported partners. These services, which have been provided since COP05, fill a substantial human resource capacity gap within the MOHSS and the broader GRN civil service. During the first four years of the award, Potentia provided substantial management oversight for staff hired on its contracts. Indeed, during this period, these contractors were employees of Potentia. In COP09, however, a new Namibian Labour Law forced a significant shift in the management of these contract positions. Under the revised law, clients of contract firms were required to establish formal "employee-employer" relationships with contract staff. For the MOHSS, this requirement led to an expansion of human resource (HR) capacity within the Directorate for Special Programmes (DSP). Four HR positions were established under the direction of the Deputy Director of the DSP. These HR specialists now manage the day-to-day relationship between the MOHSS and several dozen contract staff. As noted above, in COP10, Potentia's duties will be restricted to overseeing the electronic payroll transfers from a local bank to the employees' personal bank accounts. Potentia may also provide limited recruiting services to the MOHSS, but this activity, too, has been substantially absorbed by the MOHSS.
Partnership Framework: This mechanism encompasses a broad range of activities and commitments described in the Partnership Framework (PF). Specifically, key objectives are supported under the Coordination and Management thematic area (human resources/human capacity development, and monitoring and evaluation). By linking professionals to MOHSS positions, private HR contract agencies also indirectly support other technical areas (e.g., prevention, care and treatment). However, as the management responsibilities of private contracting firms are increasingly transferred to clients, including the MOHSS, this indirect impact will be minimized.
Coverage: The activities under this mechanism are national in scope. The target clientele includes the MOHSS and other PEPFAR-supported partners (e.g., I-TECH). In COP10, the USG will work with GRN ministries to strengthen the capacity of the civil service to, either, absorb contract staff within the civil service, or manage an outsourcing program for short-term contractors. In COP10, the following personnel categories will receive limited HR support from Potentia: Physicians, nurses, pharmacists and pharmacy assistants, case managers, training staff, data management staff and supervisors.
Health systems strengthening: As noted above, this mechanism played an essential role in the successful scale-up of ART services in Namibia. Short-term HR services provided through this mechanism were highlighted as a best-practice for rapidly scaling up ART service delivery (Capacity Project report, 2006). Without the recruitment and HR management services provided by Potentia, weaknesses in the MOHSS HR system would have delayed scale-up and negatively impacted patient care. In the last year, the success of Potentia's support for rapid scale-up has been complemented by the transition to MOHSS ownership driven by the new Labour Law. As the role of private HR service companies evolves, the USG will support the development of HR systems within the GRN civil service. While the USG will continue to support the GRN civil service as the primary public sector employment mechanism, technical assistance will encourage the development of flexible and diverse HR mechanisms within the civil service, including outsourcing.
Cross-cutting/Key issues: This mechanism will contribute to Human Resources for Health objectives through support the development of transparent and flexible HR systems within the MOHSS and GRN civil service.
Cost efficiency: Activities supported under this mechanism are integrated with CDC's technical assistance to the MOHSS, both at the national level and in the field. As Potentia's responsibilities for contract staff have been reduced so, too, have the management fees.
M&E: All CDC cooperative agreement grantees must submit a detailed work plan with their annual continuation application. This work plan must be based on PEPFAR indicators and aligned with targets set for each country. Grantees must also submit bi-annual status reports to program managers in Namibia. Data in these reports may be used inform any year-on-year changes to the work plan.
Potentia supports clinical and allied health care worker positions in public health facilities, as well as training staff to support Ministry of Health and Social Services training network (i.e., National and Regional Health Training Centers). These staff has labor contracts with the MOHSS or with the training partner. Potentia provides recruitment and payroll services to these contract workers, but is not the "employer." This role is filled by the MOHSS and the training partner, who will advise Potentia on salary and benefit packages that match the government's salary scale. All training-related positions are based on the previous "training partner" activities. It is anticipated that the TBD partner will maintain many of the same training positions.
Potentia will continue to support the following clinical, allied professional and training positions: physicians, nurses, pharmacists, clinical mentors/advisors, case managers, and trainers.
Continuing Activity
Estimated Budget = $1,565,708
ADDITIONAL DETAIL:
For additional detail please see human resources for health (HRH) database.
Estimated Budget = $4,916,531
One Rapid Testing Trainer and Thirteen (13) HCT Quality Assurance coordinators (one coordinator based in each of Namibia's 13 regions) to support the rollout of HIV rapid testing.
Estimated Budget = $453,711
Additional partial salary support is for the case manager program and Ministry of Health and Social Services for the administration of Potentia hired staff.
Estimated Budget = $194,630
Continuing Acticity
Estimated Budget = $563,113
Potentia supports clinical and allied health care worker positions in public health facilities, as well as training staff to support Ministry of Health and Social Services training network (i.e., National and Regional Health Training Centers). These staff have labor contracts with the MOHSS or with the training partner. Potentia provides recruitment and payroll services to these contract workers, but is not the "employer." This role is filled by the MOHSS and the training partner, who will advise Potentia on salary and benefit packages that match the government's salary scale. All training-related positions are based on the previous "training partner" activities. It is anticipated that the TBD partner will maintain many of the same training positions.
Estimated Budget = $810,722
Contract human resource services for the MOHSS Strategic Information (SI) staff at the national and regional level. Services include: Recruitment and hiring (as needed, using MOHSS contracts) and payroll management.
Estimated Budget = $977,650
Filed staff for implementing a MARPS rapid assessment, population size estimation, and behavioral surveillance survey.
New Activity
Estimated Budget = $125,000
Funding in under this program area will support staff dedicated to providing pre-service and in-service training to clinical staff via the MOHSS National Health Training Centre (NHTC), and a TBD training partner. Specific positions to be funded in this program area include: pre-service nurse instructors, nutrition experts, curriculum developers, distance learning experts, materials developers, and administrative positions. Continuing $948,061
Potentia will continue to support positions linked to the I-TECH technical assistance program to the University of Namibia (UNAM). See details in I-TECH/UNAM BCN. This project will support a lecturer and several lecturer assistants in the UNAM Nursing School.
Estimated Budget = $288,258
Contract human resource (HR) services for a National Male Circumcision (MC) Coordinator, Senior Male Circumcision Trainer, and specialist physicians/nurse teams (to perform MC) in each of Namibia's 13 regions.
Estimated Budget = $1,029,370
50% of National HIV Prevention Coordinator salary seconded to the Ministry of Health and Social Services (other 50% in HVOP-MOHSS). This position coordinates HIV and other prevention efforts across line ministries and with other stakeholders in the national HIV/AIDS response. The prevention coordinator leads the National Prevention Technical Advisory Committee, and is leading the development of the National Prevention Strategy.
Estimated Budget = $25,000
Partial support for case managers. CMs will be based in ARV facilities to facilitate support to clients and links to services such as community-based support groups, alcohol and drug treatment services, domestic violence resources, and other services. The CMs will also assist with addressing treatment defaulters by facilitating default tracing and providing intensive counseling and referral to prevent treatment defaulting. CMs will work directly with other clinical and lay staff. As part of the development of the overall CM program, an assessment will determine the optimal roles and responsibilities of expert patients (e.g., possible default tracing, education, etc.) in support of CM activities.
Estimated Budget = $69,873
50% of National HIV Prevention Coordinator salary seconded to the Ministry of Health and Social Services (other 50% in HVAB-MOHSS). This position coordinates HIV and other prevention efforts across line ministries and with other stakeholders in the national HIV/AIDS response. The prevention coordinator leads the National Prevention Technical Advisory Committee, and is leading the development of the National Prevention Strategy.
Support for Condom Logistics Officers at district hospitals to facilitate local supply and distribution of condoms to health facilities and PEPFAR-funded nongovernmental organizations (NGO) and faith-based organizations (FBO) who distribute condoms to high-risk people.
Estimated Budget = $87,700
Potentia will continue to support the following clinical, allied professional, and training positions: physicians, nurses, pharmacists, clinical mentors/advisors, case managers, and trainers.
Continuing Activities
Estimated Budget = $278,320
Estimated Budget = $220,264
One (1) National TB Infection Control specialist will support MOHSS efforts to develop and implement TB/HIV infection control policies and guidelines.
Estimated Budget = $40,000
