Number/percent of trainees assigned to an appropriate service delivery point and/or job responsibilities
“Trainees” refer to individuals who participated in a specific training course or event. “Assigned to an appropriate service delivery point” refers to a facility that routinely provides the type of service for which they are trained (e.g., counseling and testing for HIV). “Job responsibility” refers to the fact that they are assigned a task at that facility that allows them to perform the skills they obtained during training.
This indicator is calculated as:
(# of trainees in positions where their training is applied in service delivery / total # of trainees) x 100
Listing of trainees at the course or event; place of work and job description of each trainee “X months” (e.g., six months) post-training
Program records of trainees; listing of job postings and job titles for employees within a given organization (e.g., Ministry of Health, NGO network of clinics)
Alternatively, a follow-up survey of trainees who had participated in a particular course or event
This indicator measures the extent to which the organization is taking full advantage of the training it provides to its personnel. Ideally, 100 percent of trained personnel will apply their skills to service delivery at some other selected interval post-training (e.g., six months). This indicator provides a quantitative measure of the efficiency of training because it monitors the extent to which organizations assign trained employees to appropriate positions in the appropriate facilities that tap the service delivery skills learned in training.
Ideally, this indicator will accompany the next one measuring the Number/percent of trained providers who perform to established guidelines/standards. Trained providers must not only work in appropriate facilities, they must also perform the appropriate tasks in the right places; one wants them to be doing the right things as well.
The limitation of this indicator is its failure to shed light on the reasons for “departures” from service — if a far lower percentage are deployed to appropriate positions than expected. In such a case, the organization in question should separate the “place assigned” and “job responsibilities” to further understand the dynamics at hand.