Number of students graduating each year per cadre
MOE, MOH, private schools’ registries
Total cost per graduate, by cadre MOE, MOH registries and budgeting/finances
offices, private schools’ registries
Deployment
A potential list of indicators for deployment and sources of information is presented in Table 4. The indicators allow the determination of the size of the current labor force and its distribution as well as the level of unemployment.
Table 4. Deployment Indicators and Potential Sources of Information
INDICATOR POTENTIAL SOURCES OF DATA
Total number of health workers by type/ occupation (physicians, nurses, administrative staff, etc.), gender, age, and geographical area
Census, labor force surveys, civil service payroll registries, registries of professional
associations/regulatory bodies, HRIS of ministries of health
Number of health workers by employer, type/ occupation, gender, age, and, geographical area
Civil service payroll registries, HRIS of ministries of health, labor force surveys, health facility assessments
Density of health workers by type/occupation and employer per population
Census, labor force surveys, civil service payroll registries, registries of professional
associations/regulatory bodies, HRIS of ministries of health
Proportion of employed/unemployed health workers by type/occupation, gender, age, and geographical area
Census, labor force surveys, civil service payroll registries, registries of professional
associations/regulatory bodies, HRIS of ministries of health, special studies
Proportion of health workers currently employed at more than one location
Census, labor force surveys, special studies
Source: Dal Poz MR et al. (eds). 2009. Handbook on Monitoring and Evaluation of Human Resources for Health with Special Applications for Low- and Middle-Income Countries. World Health Organization: Geneva.
Performance management and support
The suggested indicators for performance management and support are presented in Table 5. They include some key inputs for supporting performance and the outputs of the component focused on retention and productivity.
Table 5. Performance Management and Support Indicators and Potential Sources of Information
INDICATOR POTENTIAL SOURCES OF DATA
Proportion of health workers who have received at least one continuing education activity in a year
Labor force surveys, health facility assessments, HRIS
Number of stock-outs of selected critical medical supplies and materials during a year
Health facility assessments, institutional registries Proportion of health workers by type/occupation
who are performing tasks outside of their original job description and/or competencies
Task analysis surveys
Salary levels of health workers by type/ occupation, employer, geographical area, and gender
Civil service payroll registries, registries of professional associations/regulatory bodies, registries of the ministry of labor, labor force surveys
Number of workers who voluntarily left the institution in a year by type/occupation, employer, geographical area, gender, and age
HRIS of ministries of health and private institutions, civil service payroll registries Number of health workers who migrated out of the
country in a year by type/occupation, employer, geographical area, gender, and age
Exit interviews of departing workers, International Labor Organization reports
Stated reasons for leaving the institution by type/occupation, employer, geographical area, gender, and age
Exit interviews of departing workers, labor force surveys
Number of days of health worker absences in a year by type/occupation, employer, geographical area, gender, and age
Institutional registries, payroll registries
Volume of outputs for specific activities/health procedures in a year by institution and geographical area/facility
Institutional health information systems
Human resources administration
Potential indicators for this component are in Table 6 below.
Table 6. Human Resources Administration Indicators and Potential Sources of Information
INDICATOR POTENTIAL SOURCES OF DATA
Number of trained HRH managers in the institution
Institutional registries, payroll, and/or HRIS Average time to conduct a recruitment (when
candidates are available)
Institutional registries, payroll registries, interviews with HRH managers
Number of promotions processed in a year Institutional HRIS, payroll registries Number of transfers/reassignments processed in
a year
Institutional HRIS, payroll registries Number of work-related injuries, illnesses, or
accidents registered in a year
Institutional registries and health information systems
Number of health workers’ complaints solved Institutional human resources registries Proportion of exit interviews conducted on
workers leaving the institution voluntarily
Regulation and quality assurance
Table 7 below lists suggested indicators for this component.
Table 7. Regulation and Quality Assurance Indicators and Potential Sources of Information
INDICATOR POTENTIAL SOURCES OF DATA
Proportion of health graduates by cadre (technical and professional levels) who are registered/ licensed
MOH registries, registries of professional associations
Proportion of health facilities and health education institutions that are registered/licensed
MOH registries, registries of regulatory bodies Proportion of health workers by cadre who are
certified in a given specialty
Registries of professional associations Proportion of health education institutions that are
accredited
Registries of regulatory bodies Proportion of health facilities that are accredited Registries of regulatory bodies
System outputs and outcomes
In Table 8 there is a list of indicators that can express how the whole HRH system is contributing to the larger health systems goals.
Table 8. System Outputs and Outcomes and Potential Sources of Information
INDICATOR POTENTIAL SOURCES OF DATA
Density of health workers (employed/active) by cadre
Health information systems, HRIS, institutional registries
Proportion of HRH currently active in the health workforce
Census, labor force surveys Volume of health services produced total and by
type
Health information systems Correlation between density of health workers by
cadre and production of health services by type
Health information systems, HRIS, institutional registries
Correlation between density of health workers by cadre and morbidity and mortality
Health information systems, HRIS, institutional registries
Correlation between density of health workers by cadre and social image of the health sector
Population surveys, HRIS, institutional registries Correlation between volume of health services
produced and proportion of total expenditures in HRH
MOH budgetary/financial information, health information systems
From the lists above, selected relevant indicators and acceptable standards to each context can be organized in a dashboard which should be periodically updated. Policymakers and managers should have access to these indicators so they can make better evidence-based HRH decisions.