Number or percent of trainees assigned to an appropriate job responsibility
Number or percent of pre-service education or in-service training participants, students, or learners who have been assigned to a position or tasks at a facility that allow them to perform the skills they obtained during training. “Trainees” refer to individuals who participated in a specific training course or event. “Assigned to an appropriate job responsibility” refers to the fact that they are assigned a task or scope of work that allows them to perform the skills they obtained during training (e.g., implant insertion, testing for HIV).
As a percent, this indicator is calculated as:
(Number of trainees in positions where their training is applied in service delivery/Total number 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
This indicator can be disaggregated by age, sex, urban/rural status, cadre, sector, and type of trainee.
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 the government or organizations assign trainees to an appropriate scope of work that taps 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 assigned to an appropriate task 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.
health system strengthening (HSS), training