Number of individuals trained to conduct supportive supervision
Number of people trained to carry out visits to health workers to provide supportive supervision. “Supportive supervision” is an aspect of performance monitoring and is defined as overseeing employee performance in a way that promotes mentorship, joint problem-solving, and communication between supervisors and supervisees.
Number of people trained to carry out supportive supervision
This indicator can be disaggregated by age, sex, urban/rural status, cadre, sector, and type of trainee.
Ministry of Health records, project records
Training individuals to conduct supportive supervision ensures that health managers have the skills and knowledge to properly carry out supervision visits as per national policies. Supportive supervision is a way for managers to monitor health worker performance, provide feedback on performance, and identify and correct performance problems. Therefore, training individuals to implement a supportive supervision system helps to improve health worker performance.
This is a purely quantitative indicator and does not assess the quality of the training or the trainees’ mastery of knowledge and skills.
training, health system strengthening (HSS)
A gender perspective on training assesses the following questions:
- How are the curricula developed?
- Are women and men involved in determining what subjects will be covered?
- Are women and men involved in drafting the contents?
- What is the content of the curricula?
- Is the language gender-sensitive?
- Are the contents in line with ICPD principles on sexual and reproductive rights?
- Do the contents cover gender-based differences in access to and use of health services?
- Who carries out the training?
- What proportion of the trainers are men? Women?
- What are the roles of male versus female trainers?
- What training methodologies are used?
- Are both men and women encouraged to speak-up during training? How often do men speak up? How often do women?
- What is done to help women participants overcome their shyness/intimidation in groups also containing men? This question is especially important in societies where mixed groups are uncommon.
- Who receives the training?
- What proportion of the trainees are men? Women?
- Are the training sessions held at times and places convenient for both women and men participants, given gender-based constraints, such as restricted mobility, lack of access to money for transport, and household/childcare responsibilities?
- Is there an equity plan to ensure that all employees get access to training?
- Is this plan enforced?
Health Finance & Governance. (n.d.). Human resources for health indicators [Adaptation]. Retrieved from https://www.hfgproject.org/wp-content/uploads/2014/12/HRH-Indicators-Reference-Sheets-Final-2015.pdf