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Review Checklist: Human Resources in National TB Plans

Medium 16 items · 30 min
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testuser Published 2 months ago
Health

This checklist helps program managers and health planners review the human resource development component of national tuberculosis plans, identifying gaps in staffing, training, and worker safety. Inspired by World Health Organization guidelines. Always consult a qualified healthcare professional.

Inspired by World Health Organization (WHO) guidelines. Always consult a qualified healthcare professional where applicable.

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  1. Collect current TB workforce data from all regions — Include staff numbers, job titles, facility locations, and vacancy lists.
  2. Map staff roles to service needs and patient volume — Match each role to tasks and daily caseloads to spot mismatches.
  3. Compare staffing levels to national TB service standards — Flag facilities with shortfalls or excess staffing.
  4. Assess pre-service and in-service training coverage — Review curriculum alignment with current TB care needs.
  5. List recent training topics and dates — Focus on TB diagnosis, treatment, and infection control.
  6. Verify training attendance and certification records — Note the percentage of staff with up-to-date certificates.
  7. Verify infection prevention and control training for all TB staff — Includes mask use, ventilation, triage, and patient separation.
  8. Review supervision and mentorship systems — Check supervisor ratios, visit schedules, and feedback practices.
  9. Check availability of career development and retention incentives — Look for promotions, allowances, and clear job progression paths.
  10. Evaluate HR management processes for recruitment and deployment — Identify bottlenecks causing long vacancies or uneven staffing.
  11. Confirm occupational health measures for staff — Ensure routine staff TB screening and prompt access to care.
  12. Estimate training budget and funding predictability — Note recurring costs and whether funding is reliable year to year.
  13. Verify use of an HR information system for staff monitoring — Check that data are current, accessible, and secure.
  14. Check whether task-shifting policies are in place and practiced — Confirm legal scope, training, and supervision for shifted tasks.
  15. Gather stakeholder feedback on HR challenges from frontline staff — Collect concerns using surveys, interviews, or staff meetings.
  16. Draft an action plan with timelines and assigned responsibilities — Include measurable targets, required resources, and review dates.
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