Number of health care workers who successfully completed an in-service training program within the reporting period

Export Indicator

Number of health care workers who successfully completed an in-service training program within the reporting period
What it measures

This indicator will not be collected at OGAC by cadre of health care worker; however, if the data are available by cadre in country and reviewed along with survey or other human resources data, country teams could gain some understanding about whether the participants completing in-service training programs represent the correct ratio of health care worker cadres and whether the ‘mix’ of health care workers is the correct ‘mix’ to meet the human resource demands of the health system, according to each country’s epidemiological profile and other factors. Based on this data, countries can determine how to prioritize investments in the education and on-going training of health care workers to maximize workforce expansion and capacity building within the cadres of professionals that are most needed.


It is widely acknowledged that the lack of trained health workers is a major barrier to scaling up HIV/AIDS services. The lack of a sufficient workforce in the PEPFAR countries presents a serious challenge not only to HIV/AIDS programs but to every area of health.

The data will tell us the number of health care workers who are available to support the mitigation of the HIV/AIDS epidemic each year as a result of full or partial PEPFAR support.


The number of health care workers who successfully completed an in-service training program




Not applicable

Method of measurement

The number is the sum of health care workers who successfully completed an in-service training program within the reporting period with full or partial PEPFAR support. Individuals will not count as having successfully completed their training unless they meet the minimum requirements as defined by international or national standards. In the absence of international or national standards, the minimum requirement will be determined by the PEPFAR country team.

Training is a learning activity taking place in in-country, a third country, or in the U.S. in a setting predominantly intended for teaching or facilitating the development of certain knowledge, skills or attitudes of the participants with formally designated instructors or lead persons, learning objectives, and outcomes, conducted full-time or intermittently.

Explanation of Subsets:
MALE CIRCUMCISION TRAINING: Persons who receive in-service training to perform a key function in the MC-plus services package delivery should be counted in this sub-set. Male Circumcision training will fall into four categories for this indicator:

MALE indicator:
1. MC provider (the individual actually performing the surgery)
2. Surgical assistant
3. Counselor (counselor for HIV testing including pre/post-operative considerations)
4. Ancillary staff (sterilization and preparation of surgical equipment)

Programs should focus on compiling data on male circumcision training from Training Registers maintained by funded programs. MC-plus includes elective surgical male circumcision using local anesthesia provided after education and consent and delivered in the context of comprehensive HIV prevention counseling that includes pre-operative HIV counseling and testing (offer of), pre-operative STI assessment (and treatment when indicated), post-operative HIV risk reduction counseling and abstinence/healing instructions, and provision of condoms.

PEDIATRIC TREATMENT TRAINING: Persons who receive in-service training to perform a key function in the pediatric treatment should be counted in this sub-set. Pediatric treatment in-service training will fall into the following categories for this indicator:
- Nurse
- Counselor
- Clinical Officer
- Physician
- Health Surveillance Advisor (HSA)
- Pharmacist
In-service training for the purposes of this indicator includes the following modalities in addition to traditional classroom training and workshops:
- Issues in pediatric treatment
- Dosing for children
- Adherence counseling for children
- Appropriate clinical monitoring of therapy
Definition of PEPFAR support: PEPFAR support includes funding for full or partial support of an in-service training activity, including course development, training materials, trainer salaries, training site rental or renovation, participant per diem and travel costs.

When unclear about the level of PEPFAR support, refer to the principles of the Direct definition. You will need to apply these principles to what you are counting.

In-service training programs are for practicing providers to refresh skills and knowledge or add new material and examples of best practices needed to fulfill their current job responsibilities. In-service training may update existing knowledge and skills, or add new ones. Care should be taken to base trainee selection on content and skill needs. It requires a shorter, more focused period of time than pre-service education, and is often more “hands-on.” It can be a workplace activity (led by staff, peers or guest lecturers) or an external event.

In-service training can occur through structured learning and follow-up activities, or through less structured means, to solve problems or fill identified performance gaps. In-service t

Measurement frequency



Age group:

Condom type: N/A

Education: N/A

Gender: N/A

Geographic location: N/A

HIV status: N/A

Pregnancy status: N/A

Sector: N/A

Service Type: N/A

Target: N/A

Time period: N/A

Type of orphan: N/A

Type/Timing of testing: N/A

Vulnerability status: N/A

Explanation of the numerator
Explanation of the denominator
Strengths and weaknesses

This indicator does not measure the quality of the training, nor does it measure the outcomes of the training in terms of the competencies of individuals trained, nor their job performance. This indicator does not measure the placement or retention in the health workforce of trained individuals.

Although training is an essential component of human resources for health, programs should plan it in the context of effective human resources management and an overall HRH strategy.

Further information