Potentia performs a limited number of HRH-related services for the MOHSS. These include support for recruitment, administering payroll and timely transfers of electronic funds to the MOHSS contract staff. This mechanism encompasses a broad range of activities and objectives under the Coordination and Management thematic areas (human resources/human capacity development and monitoring and evaluation) of the Partnership Framework (PF). By linking professionals to MOHSS positions, Potentia also indirectly supports other technical areas (e.g., prevention, care and treatment). The activities under this mechanism are national in scope. In the past 12 months, good steady progress has been made in transitioning personnel from Potentias pay roll to the GRN. As the role of Potentia evolves, the USG will support the strengthening of HR management 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 develop flexible and diverse HR mechanisms within the GRN, including outsourcing. This mechanism will contribute to HRH objectives through helping to develop transparent and flexible HR systems within the MOHSS and GRN. Activities supported under this mechanism are integrated with CDCs technical assistance to the MOHSS, both at the national level and in the field. As Potentias responsibilities for contract staff have declined, so have management fees. This mechanism requires submission of a detailed work plan in the yearly continuation application, monthly reports, and monthly meetings with CDC.

In COP12, Potentia will no longer support medical officers dedicated to ART clinics. These positions were all successfully transitioned to the MOHSS payroll between October 2011 and February 2012. Additional transitions will occur in 2012 and 2013 as the MOHSS implements an absorption program funded through its Medium Term Expenditure Framework (MTEF). In 2012, clinical staff in six regions have been slated for transition. The reduced budget in this program area compared to COP11 is a reflection of this planned transition.

Potentia will manage this scale down in accordance with local labor laws. Throughout this transition, Potentia will continue to support a declining number of the following clinical, allied professional and training positions through the HBHC program area: nurses, pharmacists, clinical mentors/advisors, and trainers.

For additional detail please see human resources for health (HRH) database.

Potentia supports clinical and allied health care worker positions in public health facilities, as well as training staff to support the Ministry of Health and Social Services National (and Regional) Health Training Centres (N/RHTC). Staff recruited by Potentia have labor contracts with the MOHSS, or, in limited instances with ITECH, a training partner which supports the National Health Training Center (NHTC). Potentia provides recruitment and payroll services to these contract workers, but is not the employer. This role is filled by the MOHSS or ITECH. In the employer role, both partners advise Potentia on salary and benefit packages that match the governments salary scale.

Within HVTB, Potentia will provide recruitment and payroll services for an infection control specialist.

In COP12, Potentia will no longer support medical officers dedicated to ART clinics. These positions were all successfully transitioned to the MOHSS payroll between October 2011 and February 2012. Additional transitions will occur in 2012 and 2013 as the MOHSS implements an absorption program funded through its Medium Term Expenditure Framework (MTEF). In 2012, clinical staff in six regions have been targeted for transition. The actual number of positions transitioned in 2012 will be determined by the amount of funding released to the MOHSS by the Ministry of Finance. Potentia will manage this scale down in accordance with local labor laws. Throughout this transition, Potentia will continue to support a declining number of the following clinical, allied professional and training positions: nurses, pharmacists, clinical mentors/advisors, and trainers.

For additional detail please see human resources for health (HRH) database.

In COP12, Potentia will no longer support medical officers dedicated to ART clinics. These positions were all successfully transitioned to the MOHSS payroll between October 2011 and February 2012. Additional transitions will occur in 2012 and 2013 as the MOHSS implements an absorption program funded through its Medium Term Expenditure Framework (MTEF). In 2012, clinical staff in six regions have been slated for transition from USG to MOHSS salary support. Potentia will manage this scale down in accordance with local labor laws. Throughout this transition, Potentia will continue to support a declining number of the following clinical, allied professional and training positions: nurses, pharmacists, clinical mentors/advisors, and trainers.

Potentia supports clinical and allied health care worker positions in public health facilities, as well as training staff to support the Ministry of Health and Social Services National (and Regional) Health Training Centres (N/RHTC). Staff recruited by Potentia have labor contracts with the MOHSS, or, in limited instances with ITECH, a training partner which supports the NHTC. Potentia provides recruitment and payroll services to these contract workers, but is not the employer. This role is filled by the MOHSS or ITECH. In the employer role, both partners advise Potentia on salary and benefit packages that match the governments salary scale.

For additional detail please see human resources for health (HRH) database.

Potentia supports clinical and allied health care worker positions in public health facilities, as well as training staff to support the Ministry of Health and Social Services National (and Regional) Health Training Centres (N/RHTC). Staff recruited by Potentia have labor contracts with the MOHSS, or, in limited instances with ITECH, a training partner which supports the NHTC. Potentia provides recruitment and payroll services to these contract workers, but is not the employer. This role is filled by the MOHSS or ITECH. In the employer role, both partners advise Potentia on salary and benefit packages that match the governments salary scale.

Under HVSI, Potentia will provide recruitment and payroll services for contractors working on the MOHSS Strategic Information (SI) staff at the national and regional level.

Recruitment and payroll services will also be provided to field staff engaged to implement a MARPS rapid assessment, population size estimation, and behavioral surveillance survey.

Positions supported through this budget code will work under short-term labor agreements or long-term contracts with the MOHSS. CDC technical staff will work with MOHSS and, where relevant, UNAM, to determine if any of these study personnel could be absorbed into the MOHSS or UNAM staff establishment. If such a determination is made to build long-term study capacity within these organizations, CDC will engage with the HRH TWG to ensure that appropriate budget motivations and other workforce planning steps are taken.

Potentia supports clinical and allied health care worker positions in public health facilities, as well as training of staff to support the Ministry of Health and Social Services National (and Regional) Health Training Centres (N/RHTC). Staff recruited by Potentia have labor contracts with the MOHSS, or, in limited instances with ITECH, a training partner which supports the NHTC. Potentia provides recruitment and payroll services to these contract workers, but is not the employer. This role is filled by the MOHSS or ITECH. In the employer role, both partners advise Potentia on salary and benefit packages that match the governments salary scale.

Under HVSI, Potentia will continue to support positions linked to the ITECH technical assistance program to the University of Namibia (UNAM). See details in ITECH/UNAM BCN. This project will support a lecturer and several lecturer assistants in the UNAM Nursing School.

Positions supported through this budget code will be included in an overall HRH transition plan between ITECH and UNAM. To date, this plan has already transitioned over 30 PEPFAR-funded positions to UNAM or the MOHSSs National Health Training Centre. While positions will continue to be supported by PEPFAR in COP12, this absorption process which requires UNAM and the MOHSS to make annual budgetary requests of the Ministry of Finance will continue in this budget period.

Potentia continues to provide recruitment and payroll support to the MOHSS, which holds the contracts and ultimate supervisory authority over these contractors. Unlike other program areas in which support for long-term salary support is slated to begin scaling-down in COP12, PEPFAR Namibia will continue to finance salaries for short-term personnel, such as MC clinicians. Furthermore Salary support for the national Male Circumcision program coordinator, a senior MC trainer, and medical officers and nurses to serve as dedicated MC teams in selected priority areas of Namibia.

Quality Assurance Coordinators: This activity covers salary support for Regional Quality Assurance Officers (RQA) who monitor quality of HCT services in the regions. RQA officers have backgrounds in nursing and Social Work and help provide clinical supportive supervision to community counselors deployed in public health facilities. They also provide on-site mentorship so lay community counselors. This element links to support provided to National Institute for Pathology (NIP) for quality assurance testing (see NIP BCN under HVCT).

Field Staff to Conduct Basic Program Evaluations: This activity will cover the personnel costs associated with a basic program evaluation of HCT delivery models that will be conducted in COP 12. This evaluation will examine the costs and outputs associated with four HCT delivery models: facility-based integrated VCT, stand-alone VCT, home-based counseling and testing, and mobile testing. Funds to support logistics and procurements required by these study personnel are described in the TBD Local Study Procurement and Logistics mechanism BCN.

As CDC continues its engagement with the USG-GRN HRH TWG to ensure the rational and efficient transition of permanent positions receiving salary support from PEPFAR, CDCs Technical Assistance model will increasingly require short-term staff to support studies and evaluations like the one described in this BCN. CDC is working with Potentia and the Ministry of Health and Social Servies (MOHSS) to develop specific standard operating procedures and agreements for short-term study staff, and will work with Potentia and the MOHSS Research Directorate to develop the Ministrys capacity to absorb and manage short-term study staff in the future.

Within this budget code funds will support 50% of National HIV Prevention Coordinator salary within the Ministry of Health and Social Services. 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.

For additional detail please see human resources for health (HRH) database.

Potentia supports clinical and allied health care worker positions in public health facilities, as well as training staff to support the Ministry of Health and Social Services National (and Regional) Health Training Centres (N/RHTC). Staff recruited by Potentia has labor contracts with the MOHSS, or, in limited instances with ITECH, a training partner which supports the NHTC. Potentia provides recruitment and payroll services to these contract workers, but is not the employer. This role is filled by the MOHSS or ITECH. In the employer role, both partners advise Potentia on salary and benefit packages that match the governments salary scale.

In COP12, Potentia will no longer support medical officers dedicated to ART clinics. These positions were all successfully transitioned to the MOHSS payroll between October 2011 and February 2012. Additional transitions will occur in 2012 and 2013 as the MOHSS implements an absorption program funded through its Medium Term Expenditure Framework (MTEF). In 2012, clinical staff in six regions have been targeted for transition. The actual number of positions transitioned in 2012 will be determined by the amount of funding released to the MOHSS by the Ministry of Finance. Potentia will manage this scale down in accordance with local labor laws. Throughout this transition, Potentia will continue to support a declining number of the following clinical, allied professional and training positions: nurses, pharmacists, clinical mentors/advisors, and trainers.

For additional detail please see human resources for health (HRH) database. CDC will remain engaged with the USG-GRN HRH TWG to ensure the planned transition of healthcare salaries continues throughout COP12 and into the future. CDC will also support (with in-kind assistance from Namibia-based technical advisors) M&E activities within the MOHSS to monitor the impact of this massive transition on clinical service delivery. This M&E work will compliment broader workforce planning investments by USAID.

In COP12, Potentia will no longer support medical officers dedicated to ART clinics. These positions were all successfully transitioned to the MOHSS payroll between October 2011 and February 2012. Additional transitions will occur in 2012 and 2013 as the MOHSS implements an absorption program funded through its Medium Term Expenditure Framework (MTEF). In 2012, clinical staff in six regions have been targeted for transition. The actual number of positions transitioned in 2012 will be determined by the amount of funding released to the MOHSS by the Ministry of Finance. Potentia will manage this scale down in accordance with local labor laws. Throughout this transition, Potentia will continue to support clinical and allied health care worker positions in public health facilities, as well as training staff to support the Ministry of Health and Social Services National (and Regional) Health Training Centres (N/RHTC). Staff recruited by Potentia have labor contracts with the MOHSS, or, in limited instances with ITECH, a training partner which supports the NHTC. Potentia provides recruitment and payroll services to these contract workers, but is not the employer. This role is filled by the MOHSS or ITECH. In the employer role, both partners advise Potentia on salary and benefit packages that match the governments salary scale.

As the nature of CDCs support to the MOHSS evolves, Potentia will also evolve into a technical assistance role, providing expert advice to the MOHSS on payroll systems, labor law, recruitment strategies, and general HR management.

In COP12, Potentia will no longer support medical officers dedicated to ART clinics. These positions were all successfully transitioned to the MOHSS payroll between October 2011 and February 2012. Additional transitions will occur in 2012 and 2013 as the MOHSS implements an absorption program funded through its Medium Term Expenditure Framework (MTEF). In 2012, clinical staff in six regions have been targeted for transition. The actual number of positions transitioned in 2012 will be determined by the amount of funding released to the MOHSS by the Ministry of Finance. Potentia will manage this scale-down in accordance with local labor laws. Throughout this transition, Potentia will continue to support a declining number of the following clinical, allied professional and training positions: nurses, pharmacists, clinical mentors/advisors, and trainers. Potentia provides recruitment and payroll services to these contract workers, but is not the employer. This role is filled by the MOHSS or ITECH. In the employer role, both partners advise Potentia on salary and benefit packages that match the governments salary scale.

For additional detail please see human resources for health (HRH) database.