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.
Overall Goals and HIV-Specific Objectives: This follow-on project will serve as a mechanism for implementing a regional human capacity building program to improve the quality of HIV/AIDS service delivery and client care.
In Botswana the goal will be to strengthen the MOH and MOLG human resources for health and implement the customer care strategy. In order to reach this goal support will be provided for Human Resource Systems Strengthening in Botswana in two principle areas; improved quality of care through the design and implementation of integrated quality improvement, results-oriented leadership, and management skills development and ; strengthening the capacity of the Human Resource Management Information System (HRMIS) of the Ministry of Health (MOH) for production of quality data that will enhance decision-making (i.e., Data Driven Decision-Making) for HR planning, recruitment, deployment, retention of health worker.
Target Populations and Geographic Coverage: The primary focus of the program in Botswana is on HRH and Health Systems Strengthening and is designed to be implemented at all levels within the health system i.e. national, regional and facility level. The LPD/QA program plans to expand to district hospitals and clinics during FY10, the target population being the population from the catchment area of these facilities. HRIS activities will expand to 2 regions. The specific regions will be further identified in collaboration with the appropriate ministries. In FY11 program activities will be further institutionalized within the MOH, MLG and Councils with the aim of reducing costs and inputs and moving more toward mentorship, targeted technical assistance and supportive supervision.
Leveraging Resources: In addition to providing contracted inputs, leveraged resources from coalition partners in assuring the highest level of technical expertise is provided will contribute significantly to program quality and effectiveness as they bring a wealth of knowledge and experience in all facets of program implementation.
Cross-Cutting Programs: The Leadership Development Program/Quality Assurance (LDP/QA) component will address HRH strengthening across all departments within the targeted facilities. Managers will be provided with the tools and support necessary to improve the delivery and quality of HIV/AIDS services through human capacity development. The Human Resources Information System (HRIS) component will also contribute to Human Resources for Health (HRH) strengthening in providing policy makers and management staff with the required data/information and tools that will generate reports required by management for effective decision making.
Enhancing Sustainability: Improving the capacity of local institutions in delivering quality HIV/AIDS services is the overall goal of the program. Capacity building is an ongoing process and local institutions need to be equipped with the necessary skills and tools to continue the process after program completion. With this in mind, the LDP/QA program will develop the capacity of IDM Botswana with the needed skills to continue and scale up future LDP/QA projects. In addition to this MOH staff participants will also receive training to continue LDP/QA training within the ministry. For the HRIS, senior level management within the participating institutions will be provided with the tools and skills to enable them to maintain the required data bases. The Data for Decision Making training workshops and mentorship- will assure that data is used and not just stored. A Stakeholder Leadership Group will increasingly be given greater and greater responsibility for champion and maintaining momentum.
Monitoring and Evaluation: The comprehensive Performance Monitoring Plan (based on PEPFAR indicators and custom-designed indicators), which tracks and monitors all activities implemented by the program needs to be built upon. The core indicators will need to measure implementation around LDP/QA and HRIS. The web based Quality Information System (CoQIs), incorporated into the existing monitoring system to provide QA data on participating facilities, will need to be continued.
Activity 1: Leadership and Management Development for Quality Improvement of Health Services
The Prime Partner will provide quality improvement training and monitoring visits to selected facilities. A central aim will be to ensure developed local management capacity at both national and facility level. At the facility level, this will be achieved by supporting the inter- and intra-departmental quality improvement teams as they facilitate quality improvement activities and develop guidelines and procedures, working towards achieving substantial compliance with standards.
Building on the activities from 2009, the LDP/QA program will be expanded to empower more cohorts from the MOH/MOLG and the facilities. For LDP the expansion will be to facilities beyond the 7 that were part of the pilot. For QA the process will involve continued support for the 6 facilities that are in the program and an additional 21 facilities (7 Hospitals and 14 clinics).
Main Activities
To continue to empower the leadership within the 7 health facilities (2 Hospitals and 5 Clinics) for better health service delivery through the combined LDP-QA program.
To involve 7 Hospitals and 14 Clinics in the QA program to ensure better health service delivery.
To identify participants from these 7 Hospitals and 14 Clinics for training in LDP. These participants will use data gathered through the baselines performed through the baseline surveys to identify projects for LDP.
To continue to empower the leadership within the MOH and MOLG. For LDP, this will be through identifying 5 groups within MOH and 5 groups within MOLG. These groups will be program specific (e.g. a group from Pharmacy, Laboratory, Performance improvement, e.t.c.). This will enable the groups to identify challenges within their work environment for use in the projects. For QA this will be through empowering the program (Health Inspectorate, Performance Improvement, e.t.c.) to conduct supportive supervision visits for purposes of ensuring quality service delivery.
Activity 2: Strengthening the Human Resource Information System (HRIS)
To date, technical assistance has been provided to adapt the iHRIS software and for salary, infrastructure support and equipment in establishing iHRIS in the MOH. Assistance has also been extended to the Botswana Nursing and Midwifery Council and the Health Professions Council. In COP 2010, this support will continue in addition to further expanding its scope to include the Ministry of Local Government and the Faculty of Health Sciences.
Ministry of Local Government
Develop and refine tools, data collection forms and provide support date entry into the new computerized system.
Conduct an Audit and Validation Study for data quality improvement
Train MLG HR Management, ICT Department , DPPME and clinical services staff in use of HRIS
Conduct DDDM workshops
Ministry of Health
Support decentralization of iHRIS to the regions
Implement iHRIS Plan in the MOH
Implement iHRIS Qualify in the Faculty of Health Sciences
Build a transactional portal for the autonomous Botswana Health Professional Council and the Botswana Nursing and Midwifery Council
Integrate HRIS and the HPC and NMCB and the TIMS systems
To ensure sustainability the Partner will continue to strengthen the functioning of the Stakeholder Leadership Group in championing the use of quality data for decision making.
The Prime Partner will provide one program coordinator to support project implementation and follow-up with the MOH and MLG. Targeted short-term technical assistance for HRIS will be provided as needed.
