Republic of the Philippines

DEPARTMENT OF HEALTH
CENTER FOR HEALTH DEVELOPMENT- NORTHERN MINDANAO
J. V. Seriña Street, Carmen, Cagayan de Oro City
PABX (088) 8587123, (088)858 4000/ 727400 / 8587132 / 8582035/ 8550431/ 8550430
Email address: dohro10@gmail.com; pauchd10@gmail.com
Website: http://www.ro10.doh.gov.ph

ANNEX 2- PBL (COPAR)

HUMAN RESOURCE FOR HEALTH DEPLOYMENT PROGRAM

YEAR END PROGRAM IMPLEMENTATION REVIEW C.Y. 2019

TITLE: COMPETENCY BASED LEARNING FOR

BARANGAY HEALTH WORKERS
INTRODUCTION:

At the heart of every health system is the health workforce. Health system
improvement requires efficient and effective use of resources, including paying
close attention to how all health workers spend their time and what tasks they
perform. Often, complex interventions at different facility levels is not easy task,
organizing staff around the many, particularly taking into account the referral
within and between various system levels. At the same time, staff managers need
to ensure that people’s health needs and demand for services meet with a fair,
appropriate distribution of staff and workload, within and between facilities, so
that workload is distributed evenly, access to services is equitable and quality of
services is guaranteed.

The WISN application is a software tool for recording, analyzing, and reporting
data related to staffing status and needs at health facilities. A large amount of
experience has been gathered to help measure the adequacy of staffing levels in
terms of the work to be done and the number of staff available to perform the
many necessary tasks.

Learning to use the software is easy, but it assumes that you are familiar with
the terms, concepts, and methodologies presented in Workload Indicators of
Staffing Need (WISN). The WISN human resource planning and management
tool gives health managers a way to analyze and calculate. The WISN approach
is based on a health worker’s workload, with activity (time) standards applied
for each workload component.

LEARNING OBJECTIVES

Planning and Managing the Health System’s Most Precious Resource

Using the WISN approach allows health managers to:

• Determine how many health workers are required to cope with actual
workload in a given facility
• Estimate staffing required to deliver expected services of a facility based
on workload
• Calculate workload and time required to accomplish tasks of individual
staff categories
• Compare staffing between health facilities and administrative areas
• Understand workload of staff at a given facility
• Establish fair workload distribution among staff
• Assess the workload pressure of the health workers in that facility.
It is the main objective of the proponent to present an in-depth preparation for the
compentency based training for selected barangay health workers in the Municipality of Panaon.
Specifically, this paper would allow the nurse to be able to:
• assess the knowledge and skills of the barangay health workers,
• establish the DOH recommended ratio of household per barangay health worker,
• discuss the basic health services that needed to be rendered at the grossroot level,
• teach ways on proper blood pressure taking using both digital and manual
sphygmomanometer,
• present the effective way on how monitor and report and notifiable diseases,
• and

The WISN method is:

 Simple to apply, using already collected, available data;
 Versatile and applicable to staffing decisions for all personnel categories
and at all health service levels;
 Technically sound and field tested; responding to the needs of today’s
health service managers;
 Easy to understand to non-medical managers;
 Realistic in providing practical targets to budgettimg and resource
allocation.

ROLES AND FUNCTIONS:

Steering Committee: key decision makers and stakeholders

- compose of influential officials at the regional, provincial and district levels.
This includes the regional directors, division chiefs, head of the resource and
development unit, senior officers from the Provincial DOH Office and Provincial
Health Office

Technical Task Force/Technical Working Committee

- compose of the DOH Regional Chief Administrative Officer, head of the human
resource development unit, Personnel Officer, Development Management Officer
IV of Misamis Oriental, two Nutritionist Dietician of Misamis Oriental HRH
deployed, involving all Development Management Officers from all five (5)
provinces, municipal health officers and municipal human resource officer or
development officer.

Expert
-National experts from Health Human Resource Development Bureau Policy
Division of DOH Central and USAID HRH 2030 consultants

RESEARCH OUTPUT/PRODUCT

Competency Based Training for Barangay Health Worker can help health
professionals in the community to:

RECOMMENDATION / POLICY DRAFTED/COMMUNICATION PLAN

ACTIVITY PARTICIPANTS TIMELINE VENUE NO. of

PAX/COST
6 BHWs
PHOTOS/VIDEO DOCUMENTATION
 will take photos and videos during the actual conduct