TABLE 2.

Result for Each HR4SCM TOC Model Outcome in Rwanda Supply Chain

#	Outcome	Result
A4	Importance of SCM being acknowledged throughout health system & positioned accordingly.	Intervention suggested^a
	Staffing pathway
B1	All critical SCM positions and/or competencies filled.	Future phase^b
B2.1	Ability to recruit quality candidates.	Future phase
B2.2	Adequate pool of workers to fill SCM roles/positions.	Future phase
B2.3	Sufficient budget to fund required positions.	Intervention suggested
B3.1	Ability to develop the right job descriptions.	Intervention suggested
B3.2	An effective recruitment system is in place for SCM positions.	In place^c
B3.3	SCM workers have job security.	In place
B3.4	Competitive salaries are offered.	In place
B3.5	SCM job opportunities are known.	In place
B3.6	Education is available to obtain all required qualifications within the SCM system.	Intervention suggested
B3.7	SCM career path exists.	Intervention suggested
B3.8	Supply chain management is a valued career.	Intervention suggested
B4.1	Precise qualifications for SCM positions are accurately described.	In place
B4.2	General recruitment and hiring policy exists.	In place
B4.3	Equal employment opportunity policies cover recruitment practice.	Partially in place^d
B5.1	Public sector recruitment and hiring policies permit the hiring of staff with adequate SCM experience.	In place
	Skills pathway
C1	Workers apply their skills as appropriate at every level of the SCM.	Future phase
C2.1	SCM workers demonstrate adequate technical and managerial competencies.	Intervention suggested
C2.2	SCM workers have leadership skills within their sphere of operations.	Intervention suggested
C2.3	SCM workers understand their roles & responsibilities in the SCM system.	Future phase
C3.1	Workers have acquired adequate SCM competencies.	Future phase
C3.2	SCM workers develop competencies through coaching and mentoring.	In place
C3.3	SCM workers develop competence through learning and experience.	Future phase
C3.4	High-level SCM positions are recognized at a sufficient level of authority.	In place
C3.5	Formally defined roles match expected local practice.	In place
C3.6	Each position within SCM has defined roles and responsibilities.	Future phase
C4.1	SCM workers have access to training, education and professional development linked to core competencies.	Intervention suggested
C4.2	Opportunities exist to gain on-the-job experience.	In place
C4.3	The steps and competencies required to undertake SCM tasks are known.	Intervention suggested
	Working conditions pathway
D1	Working conditions support performance.	Future phase
D2.1	The social and emotional environment is favorable.	Future phase
D2.2	The physical environment is safe, clean and conducive to performance.	Future phase
D2.3	SCM workers have up to date and relevant tools and equipment to perform.	Future phase
D3.1	A problem-solving, solution-focused culture exists.	In place
D3.2	The organization culture supports positive social and emotional environment.	In place
D3.3	Supervisors are competent to implement equal employment opportunity and anti-harassment policies.	Future phase
D3.4	Supervisors have the skills to establish a safe and clean physical work environment.	Future phase
D3.5	The resources necessary for safe, clean physical environment are available.	In place
D3.6	The necessary tools and equipment are identified and made available.	Intervention suggested
D4.1	Workplace harassment policies, especially those safeguarding women, are in place.	Partially in place
D4.2	Equal employment opportunity policies are in place.	Partially in place
D4.3	Environmental and occupational safety policies are in place.	Future phase
D5.1	The characteristics of a safe and conducive environment are known.	Intervention suggested
	Motivation pathway
E1	SCM workers are motivated to do their jobs.	Future phase
E2.1	Good performance is supported within the system.	Future phase
E2.2	SCM workers understand and care about their role in the health care system.	Intervention suggested
E2.3	SCM workers have a sense of ownership over their role.	In place
E3.1	Poor performance is corrected.	In place
E3.2	Good performance is recognized and rewarded.	In place
E3.3	Good performance leads to career advancement.	In place
E3.4	There is an understanding of how SCM affects health outcomes.	In place
E3.5	Workers have the authority to make and implement decisions.	In place
E4.1	Financial incentives are in place.	In place
E4.2	Non-financial incentives are in place.	In place
E5.1	Supervisors provide supportive supervision and performance management to their staff.	In place
E6.1	Performance management policies are in place.	In place
E6.2	Supervisors understand the reasons for poor performance.	In place
E6.3	Supervisors feel able to provide constructive feedback.	In place
E6.4	Supervisors have the skills to communicate feedback on poor performance to staff.	Intervention suggested

Abbreviations: HR4SCM TOC; Human Resources for Supply Chain Management Theory of Change; SCM, supply chain management.
↵a Outcome was absent; intervention was suggested.
↵b Outcome was absent; intervention needs to be designed in a future phase, after the intervention suggested in this research develops a related precondition.
↵c Outcome was in place in the Rwandan system.
↵d Outcome partially in place; intervention was not suggested.