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.
Subdivisions of Program Areas, these track general higher level sub-classifications of expenditure.
Subdivisions of Major categories, these are the most detailed expenditure data.
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
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
1).Work in collaboration with the Prime Minister's Office for Regional and Local Government (PMORALG), to ensure the mainstreaming, recruitment and retention of social Welfare Assistants into the councils. 2) Scale up training of 3,000 PSWTs and 300 supervisors in operational regions. 3) Collaborate with other national stakeholders to support development and implementation of the national social welfare workforce strategy work.
Expand efforts to help the Ministry of Health and Social Welfare orchestrate the implementation of their human resources strategy; work with a cumulative total of 65 districts to strengthen Human Resource Management and improve recruitment, retention, and productivity; implement the application of the OPRAS performance appraisal system; and support the application of the newly implemented human resource information system for local management of health and social workers.