TABLE 3.

Suggested Interventions to Develop Deficient Outcomes in the HR4SCM TOC Staffing Pathway and Indicators

OutcomeSuggested InterventionIndicator
Sufficient budget to fund required positions.

1.1 Forecast SCM positions. Include SCM positions in MOH staffing structure.

1.2 Allocate budget accordingly and support advocacy for SCM HR budget needs.

Evidence exists that vacant SCM positions are unfilled due to lack of funding (Y/N).
Ability to develop the right job descriptions.1.3 Develop job descriptions for SCM functions at the different levels of the health system that meet a MOH-defined standard.Percentage of SCM job descriptions that meet MOH’s standard for job descriptions.
SCM is a valued career.1.4 Develop and establish a recognized supply chain cadre.Percentage of SCM workers surveyed who consider SCM as a valued career.
Education is available for all required qualifications within the SCM system.

1.5a. Map the education available and the programs needed.

1.5b. Identify which programs are required based on competency frameworks; Identify which roles require pre-service training and at which level(s).

1.5c. Engage in advocacy with Ministry of Education to develop qualifications identified to be missing.

1.5d. Institute developed program in line with MOH needs.

Educational training is available at all levels for all qualifications staff require (Y/N).

Training strategy that identifies educational requirements exists (Y/N).

Number of employees who received SCM training at pre-service courses.

Supply chain management career path exists.

1.6a. Define a career path that maps low-level to upper-level experience.

1.6b. Align continuing professional development/education opportunities with career progression.

Percentage of managerial SCM roles that have existing career paths.

Percentage of technical SCM roles that have existing career paths.

  • Abbreviations: HR4SCM TOC; Human Resources for Supply Chain Management Theory of Change; MOH, Ministry of Health; SCM, supply chain management.