OCB Training Brochure

Transcription

© Bruno De Cock/MSF
TRAINING BROCHURE 2013
Operational Center Brussels
A few words on the Training brochure
The present brochure covers all the year 2013 and contains practical information regarding all training organized
by MSF-OCB as well as training organized by other operational centers to which MSF-OCB staff have access. It is
primarily aimed at expats and national staff in the field as well as at expats in-between missions.
Quelques mots sur la brochure de Formations
Cette brochure couvre l’année 2013 et contient des informations pratiques relatives aux formations organisées
par MSF-OCB ainsi que celles organisées par d’autres centres opérationnels auxquelles le staff MSF-OCB a
accès. Elle s’adresse principalement aux expatriés et au staff national sur le terrain ainsi qu’aux expatriés entre
missions.
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The MSF-OCB Training Team
Carine DAENENS
Pedagogical Expert
Annick FILOT
Pedagogical Expert
Geneviève ERKEN
-Pedagogical Expert
Jan FONTAINE
Training Administrator
Stéphanie GOUBLOMME
Training Administration Assistant
Florence PARENT
Medical Training Officer
Xavier TISLAIR
Damien KAUFFMAN
Training Coordinator
Alain RIAS
HR Training Officer
Operations Training Officer
Robin VINCENT-SMITH
Logistics Training Officer
Catherine GUISSET
Finance Training Officer
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TABLE OF CONTENT / TABLE DES MATIERES
General Information
MSF-OCB Training Calendar
Training Policy – Politique de Formation
Perspectives 2013 - Perspectives 2013
Selection procedure - Procédure de sélection
Scholarship & External Training - Bourses & Formations Externes
Language
English
English
Français
English
Français
English
Français
English
Français
Page
6
10
11
12
13
14
16
18
20
Language
English
English
Français
English
Page
24
26
28
30
Language
Français
English
English
English
English
English
Français
English
Français
English
English
English
English
English
English
English
English
Français
English
English
English
Français
Page
32
34
35
36
37
38
39
40
41
42
43
44
45
46
48
49
50
51
52
53
54
55
Session language
English
Français
English
English
Français
Français
English
Français
English
Français
English
Français
English
English
Page
62
63
64
65
66
67
68
69
70
71
72
73
74
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Induction
Training
Preparation Primary Departure (PPD)
Sanou
Finance Online Course
Medical
Training
Coordination Nutrition & Vaccination – Nut Vacci 2
Health Promotion 1 (HP1)
Mental Health Course (MH)
Sexual and Reproductive Health Training (SRH)
Advanced Life Support Obstetrics – ALSO
Nutrition e-learning
Management of Health Services (MHS)
Pharmacy Training (Pharma)
GAS Week
Capacity Building in operational research
HIV & TB Clinical Training:
Basic Level (South Africa)
Advanced Level (South Africa)
HIV Programmatic Course
Laboratory Supervisor Training
Responding to Epidemics (Repepi)
Populations in Precarious Situation (PSP)
International MSF Surgical Workshop
Family Planning and Post Abortion Care (RAISE)
Formation Malaria
Logistics
Training
Basic Logistics Course (BLOC)
Logistics Management Course (LMC)
Vehicle Fleet Management – Gestion du Parc de Véhicules (GPV)
Formation perfectionnement mécanique et gestion de garage
Work placement in the intersection garage in Kampala
Stage mécanique dans le garage MSF-OCB à Kinshasa
LogistiX & Supply Course (LX)
LogistiX & Supply
Isystock Course
Medical Supply and Stock Management at Project Level
Supply Managers Course (SMC)
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Fritz Institute / Chartered Institute of Logistics and Transport (UK)
Certification in Humanitarian Logistics (CHL)
Certification in Humanitarian Supply Chain Management (CHSCM)
Certification in Humanitarian Medical Logistics Practices (MedLog)
Information and communication Technology
Advanced Energy Course (AEC)
BioMed Technician Course
Water, Engineering & Dev. Centre - WEDC 1
Water, Hygiene and Sanitation (WHS) in Emergencies Course
Briefing Expert Modular Field Hospital (BEM)
English
Français
English
English
76
77
78
79
English
Français
English
Français
English
Français
English
English
Français
English
80
81
82
83
84
85
86
87
88
89
Language
English
Français
English
Français
English
Français
Page
92
93
94
95
96
97
Language
English
English
Page
100
101
Language
English
English
English
English
English
English
English
English
Page
103
104
105
106
107
108
109
110
Language
English
English
Page
114
115
Human Resources
Training
Human Resources Coordination Course (HRCC)
Managing People in the Field
Leading mission teams
Finances
Training
Field Accounting Course
Finance Coordinator Course
Transversal
Training
Project Coordination Course (PCC)
Mission Coordination & Management (CGM)
Medical Coordination Course (MCC)
Evaluation in medical humanitarian programs
Intensive Course in Humanitarian affairs (ICHA)
Field Security Course (FSC)
Coordination Crisis Module (CCM)
Diploma in Humanitarian Assistance
Mentoring & Languages
Training
Mentoring Support
Language courses
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I. MSF Training: General Information
Training policy
MSF OCB
1. Learning in MSF...
Learning is a key strategic instrument to build and optimise the human capital needed to assist the
populations we serve. MSF is committed to increasing access to learning for all staff across the board
and at the same time to rationalising our resources, using a model of flexible and modular training which
puts the student at the centre of the learning environment and with the point of delivery as close as
possible in time and location to the learner when learning needs are identified. Our training actions must
contribute to strengthening the identity, culture and spirit of the organisation.
2. Linkages to HR development policy
Learning activities are linked to a wider HR development policy. Recruitment: effective recruitment can
ensure that core and generic competencies are verified as well as technical and language skills. Staff
development activities should primarily be designed to enhance existing knowledge and strengthen
performance in the current job; prepare staff for career changes (within MSF); prepare staff for career
transition (outside MSF); instil in staff the values, behaviour and attitudes expected in all MSF staff.
Development: effective career management will ensure that the learning periods will be in line with the
needs of the person and with the needs of MSF.
3. Learning objectives and methodologies
A learning strategy must be based on clear and legitimate objectives, that are defined by the needs
expressed both by MSF and by the individuals. The MSF training team encourages MSF staff and
training providers to think of learning in the broadest sense. This means that the learning that will be
offered to MSF staff will be a blend of on-the-job training, apprenticeship, in-house training courses,
external courses, e-learning, self-study programs (including professional reading), coaching and
mentoring, cross-training provided by other colleagues, decentralised training and developmental
assignments. Learning methodologies will be appropriate to the learning objective.
4. Impact of training
Real learning is often not easily measured. Course attendance is tangible and must be recorded. But
every effort must be made to go beyond attendance. Assessing skills and knowledge can be done quite
objectively through tests of various kinds. Behaviour change, attitudes and impact on the job is clearly
more difficult but should be assessed through job performance. The evaluation system is an essential
tool in making the connection between learning needs and training impact. MSF must better measure
the impact of its trainings, make sure that the training courses are organised on-the-job or as soon as
possible before the acquired competencies are to be used. MSF is committed to encouraging
attendance at external training courses, tailor made to the needs of participants, and serving to
strengthen the expected competences as part of talent management.
5. Equal training opportunities
HQ, national and international staff have equal training opportunities. The selection of participants is
based on criteria of competencies, level of responsibilities and talent management.
6. Internationalisation of trainings
In an effort to rationalise and optimise its resources, MSF-OCB favours the internationalisation of
training contents and organisation across the movement. In order to achieve this, OCB attends the
International training and development group meetings and helps to define the group's action plan. The
OCB partner sections must be involved in these discussions and contribute to these objectives.
7. Moral commitment
Training is a mutual commitment between MSF and the participant, who has to commit to working for 12
months after in-house training. For external training and study grants, the commitment can extend to 24
months, according to the amount granted. The person will be asked to sign a document and will be
asked to refund pro rata if the commitment is not fulfilled.
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I. Formation MSF : Informations générales
Politique de formation
MSF OCB
1. Apprendre chez MSF...
Apprendre est un instrument clé dans la construction et l’optimalisation du capital humain. MSF s’engage à
augmenter l’accès à l’apprentissage pour l’ensemble du personnel et, dans le même temps, à rationaliser nous
ressources. Nous fonctionnons de manière flexible, avec des formations par modules, plaçant le participant au
centre de l’environnement d’apprentissage et dans le but d’être au plus près des besoins identifiés par le terrain.
Nos actions de formation doivent contribuer à renforcer l’identité, la culture et l’esprit de l’organisation.
2. Liens avec la politique de développement RH
Les activités d’apprentissage sont liées à une cadre plus large de développement des ressources humaines.
Ainsi, un recrutement efficace des participants signifie que nous vérifions quelles compétences de base doivent
être mises en jeu ainsi que les compétences linguistiques requises. Les activités de développement ont comme
premier objectif de relever les connaissances actuelles du personnel et d’optimaliser les performances pour un
poste donné. Elles servent également à préparer les gens pour leur évolution de carrière chez MSF autant que
pour la transition éventuelle après MSF.
3. Objectifs et méthodes d’apprentissage
Une stratégie d’apprentissage doit être basée sur des objectifs clairs et légitimés, qui sont eux-mêmes définis par
des besoins exprimés tant pour l’organisation MSF que pour les individus. Cela signifie que l’apprentissage offert
au personnel MSF s’inscrit dans plusieurs formules possibles : apprentissage en situation de travail, stages,
formations internes, cours externes, e-Learning, programmes d’apprentissage individualisés (dont des lectures à
visée professionnalisante), accompagnement et supervision technique, Intervision entre collègues, formations
décentralisées et missions de développement. Les méthodologies d’apprentissage correspondent aux objectifs
pédagogiques.
4. Impact des formations
L’apprentissage réel n’est pas facilement mesurable. La participation aux formations est concrète et doit être
prise en compte dans l’évaluation des formations. Evaluer les compétences et les connaissances peut par
exemple être fait grâce à des tests de différentes natures. Il est par contre beaucoup plus difficile de rendre
compte des adaptations comportementales et attitudinales sur le lieu de travail. MSF s’engage à mesurer l’impact
de ses formations et s’assurer également que les sessions de formation soient rendues disponibles au moment
requis pour l’acquisition des compétences nécessaires à bien faire son travail. MSF encourage également la
participation à des formations externes, répondant à des besoins spécifiques et servant à ramener vers l’intérieur
les compétences attendues en terme de gestion du talent.
5. Equité dans les opportunités offertes de formations
Tant le personnel de terrain (staff national et expatriés) que celui du siège doivent bénéficier d’opportunités
égales de formations. La sélection des participants est basée sur des critères liés aux compétences, au niveau de
responsabilités et à la gestion du talent.
6. Internationalisation des formations
Dans un effort de rationaliser et d’optimaliser ses ressources, MSF Belgique favorise l’internationalisation tant des
contenus que de l’organisation des formation au travers de l’ensemble du mouvement MSF. Afin d’atteindre cet
objectif, MSF Belgique participe à des réunions internationales et aide à définir des plans d’actions globaux. Les
sections partenaires sont également impliquées dans ce processus.
7. Engagement moral
La formation est un engagement mutuel entre MSF et le participant. Ce dernier s’engage à travail pour MSF dans
un période minimum de 12 mois dans la suite d’une formation interne. En ce qui concerne la participation de MSF
à des formations externes et des bourses d’études, l’engagement peut aller jusqu’à 24 mois, en proportion du
montant de participation de MSF. Il est demandé au participant de signer son engagement. Un remboursement
sera demandé au prorata de la période de travail accomplie.
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Perspectives for 2013
1. New trainings will be offered...
In hospital management : For a while now, MSF Belgium recognizes the need to better prepare and
follow our people in charge of hospital management. A training will finally take place this year as a
pilot, in the last trimester of 2013
In Field administration : the admins newly recruited for the field didn’t have any initial training until
now. This training will be set up in 2013 and will provide them with the necessary tools to be more
efficient in their work.
The e-Learning Nutrition in French : 2012 allowed us, not without difficulties, to translate in French
the basic nutrition course. Early 2013 the course will therefore be available for the French speaking
public --> see page : 39
In leadership and team management : pilot sessions were organised in 2012 on the field and were
crowned with success. Many people would like to take part in these trainings. For this reason we will
organise more of them in 2013. Further studies will be made to see what other possibilities we have
to support our staff in charge of team management --> see page : 94
The intercultural question is still a substantial scope for an international organisation such as MSF.
Many difficulties still regularly appear between people from different cultures. It’s the reason why
tangible propositions will be made at different learning levels and in the program to escort our staff in
being aware of the relational challenges in a multicultural context.
Languages learning will also be honoured in 2013 in with the instauration of a standardised
evaluation of the level attained as well as by offering language trainings (politics and access
conditions in development) for the staff on the field.
2. MSF induction sessions will be updated...
The Preparation of Primary Departure (PPD) is essential to learn and capture MSF’s values as well
as to prepare for life in a mission / in a team. It’s being reviewed at the moment in order to make it
even more efficient. By mid 2013 it will be transformed into line with the briefing/debriefing revision. --> see page : 24
The preparation session to become an MSF ambassador on the field, the SANOU, has also been
reviewed and it’s benefit for the teams on the field has been confirmed ! Therefore, numerous
sessions will be organised in the missions again in 2013 --> see page : 26 and 28
3. A training program for the Headquarters will be set up...
The headquarters’ staff will not be forgotten in 2013. Based on an update of the training needs, a
series of useful themes will be suggested start of 2013. Furthermore, the way of analyse of these
needs from HQ staff will be improved to insure, in greater continuity and relevance, yearly programs
of training for them. Appropriate communication about this will be made in due time...
4. Our methods will be improved and our analyses more detailed...
The program of trainings offered by MSF – Belgium each year is now very large. Thereby we feel
today the need to improve our overall vision and our strategical analysis by setting up more efficient
evaluation tools and by reinforcing our pedagogical expertise : to train even « closer » from the needs
- by means of professional situations – in being more aware the specific competences to develop.
New methods will allow us in particular to better define our needs and better understand the impact of
our trainings !
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Perspectives pour 2013
1. De nouvelles formations sont proposées...
en gestion hospitalière : depuis longtemps déjà MSF Belgique reconnait le besoin prégnant de
mieux préparer et accompagner le personnel en charge de la gestion hospitalière. Une formation sera
enfin dispensée, à titre de pilote, dans le dernier trimestre 2013
en administration terrain : les administrateurs nouvellement engagés pour le terrain ne bénéficient
pas à ce jour de formation initiale. Cette formation sera mise sur pied en 2013 et leur donnera les
outils requis par accomplir leur mission avec davantage d’efficacité.
le e-Learning Nutrition en français : 2012 a permis, non sans difficultés, que soit traduit en français
le cours de base Nutrition. Dès début 2013, ce cours sera disponible pour le public francophone -->
voir page : 39
en leadership et gestion d’équipes : des sessions pilotes ont été organisées en 2012 sur le terrain
et ont remporté un franc succès. Nombreux sont ceux qui désirent participer à ces sessions, raison
pour laquelle un nombre plus conséquent de ces formations sera proposé en 2013. Des réflexions
seront également posées pour déterminer quelles autres pistes peuvent être mises en place sur le
terrain pour mieux soutenir les fonctions liées à la gestion d’équipe --> voir page : 94
la question interculturelle est d’une portée conséquente pour une organisation internationale telle
que MSF. De nombreuses difficultés continuent à apparaître régulièrement dans cette coexistence
continue de personnes issues de cultures différentes. C’est pourquoi des propositions concrètes
seront faites à différents niveaux d’apprentissage et du programme pour mieux accompagner le
personnel dans la prise en compte des enjeux relationnels en contexte multiculturel.
l’apprentissage des langues sera également mis à l’honneur en 2013 notamment par l’instauration
d’une évaluation standardisée du niveau acquis tout autant que par la mise à disposition de
formations (politique et conditions d’accès en cours de développement) en langues pour le personnel
de terrain.
2. Les sessions d’accueil / induction à MSF seront mises à jour...
La session de préparation à l’expatriation (actuellement intitulée Préparation au Premier Départ –
PPD) est essentielle tant pour l’appropriation des valeurs et principes MSF que pour la préparation de
la vie en équipes/mission. Elle fait actuellement l’objet d’une évaluation en profondeur en vue de
rendre ses objectifs davantage pertinents et les méthodes plus efficaces encore. Dès mi-2013, elle
sera transformée en cohérence avec la révision briefing/debriefing --> voir page : 24
La session de préparation à être ambassadeur de MSF sur le terrain, intitulée SANOU, a
également fait l’objet d’une évaluation où se voit confirmé toute l’intérêt qu’elle constitue pour les
équipes sur le terrain, en complément de la préparation à l’expatriation. De nombreuses sessions
seront donc dispensées au sein des missions en 2013 --> voir page : 26 et 28
3. Un programme de formation pour le siège sera dispensé...
Le personnel du siège ne sera pas en reste en 2013. Sur base d’une mise à jour des besoins en
formation, un ensemble de thèmes utiles sera proposé début 2013. En outre, les méthodes d’analyse
de ces besoins du personnel siège feront l’objet d’une amélioration pour assurer, dans une meilleure
continuité et pertinence, des programmes annuels de formations à leur attention. Une communication
appropriée sera faite en conséquence...
4. Nos méthodes seront améliorées et nos analyses plus poussées...
Le programme de formations proposé par MSF-Belgique chaque année est désormais très
volumineux. De ce fait, se ressent aujourd’hui le besoin d’améliorer notre vision globale et notre
analyse stratégique par la mise en place d’outils d’évaluation plus performants ainsi que de renforcer
notre expertise pédagogique : former encore plus « près » des besoins – par le biais de situations
professionnelles – tenant mieux compte des compétences spécifiques à acquérir. De nouvelles
méthodes nous permettront en particulier du mieux définir les besoins ainsi que de mieux comprendre
l’impact de nos formations !
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Selection Procedure for MSF Training
1. Application
1
Candidates who are in the field at the time of application send an application form to their HR Coordinator
(HR-Co) who transmits it to:
The Pool Manager (PM) if the candidate is an expat;
The HR Officer (HRO) in the cell if the candidate is a national staff.
Candidates who are in-between missions at the time of application send their application directly to their Pool
Manager (PM).
If the candidate fits the selection criteria for the training he/she is applying for, he/she is automatically
added to the list of applicants for the training by his/her PM or HRO.
If he/she does not fit the criteria, the PM or HRO explains to him/her why his/her application has been
refused.
All applicants must fill in an application form. No other type of application will be accepted. Applications must
be submitted at least 3 months prior to the start of the training.
2. Approval by the Operations (OPS): The Cell and the Mission
Points A, B and C apply to expats. National staff should follow the procedure explained in C1.
A/ Not in a mission, neither at the time of application nor at the time of training: No problem. The
applicant fills in an application form and submits it to his/her PM.
B/ Not in a mission at the time of application, but will be in a mission at the time of training: The
applicant fills in an application form and submits it to his/her PM. However, in this case the mission has to be
informed - and has to agree - before the candidate is enrolled in the training.
Chain: The PM informs the HRO in the cell who informs the Coordination team of the expat’s future mission
before the candidate is enrolled definitively in the training. If the cell and the mission agree at this stage, the
participation in the training will be mentioned in the Departure Form.
The expat’s participation in the training can then only be cancelled if operational constraints in the mission
where the expat will be working at the time of the training justify doing so. In that case, the HRO must inform
the PM and the Training Unit (TU) of the cancellation as soon as possible so that another candidate may be
offered the opportunity to participate in the training instead.
C/ In a mission at the time of application:
C1 - The training is requested by the applicant’s current mission or by the applicant himself/herself: The
applicant seeks approval from his/her direct supervisor, fills in the application form and submits it to
his/her HR-Co. The HR-Co is responsible for checking that the application form has been filled in
correctly before transmitting it to the applicant’s PM or HRO.
C2 The training is requested by the expat’s PM and does not necessarily have a direct link with the
expat’s current position. The PM will ask the applicant to fill in the application form and return it
directly to him/her. The applicant still needs approval from his/her direct supervisor.
1
See chapter III.
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3. Validation
For each training, a Selection Committee gathers in order to decide who should participate in the training
according to operational priorities and needs. The deadline for selection is three months before the training
begins.
4. Result of the Selection Committee
Positive replies are communicated by the TU. The TU sends an e-mail to all selected applicants to confirm their
participation and provide them with basic information regarding the training (dates, location, etc.) at least one
month before the beginning of the course. The TU also asks all selected applicants to re-confirm their
participation.
Negative replies are communicated by the PM or the HRO because the TU does not have all the elements
behind the decision.
N.B.: If your application has been refused you will not automatically be given preference for the following
training. The selection of participants will always be made on the basis of operational needs.
5. Per Diem, Salary and Insurance
MSF covers all costs directly related to the training for the duration of the course, including transport, lodging
and breakfast. Participants following a training outside their mission, are entitled to a per diem (except PPD
participants) at the rate of the training location to cover lunch, dinner and sundries. Per diem will be paid out
by the home mission. Expats in-between missions will receive their per diem where the training is taking
place.
National staff and expats on mission (i.e. participants under MSF contract) will continue to receive their usual
salary throughout the training period while expats in-between missions (i.e. participants not under MSF
contract) will not receive any. Expats will continue to be covered by their usual insurance while national staff
and expats in-between missions will be covered by a specific insurance drawn up by the TU.
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Procédure de sélection pour les formations MSF
1. Candidature
2
Les candidats qui sont sur le terrain au moment de postuler envoient un formulaire de candidature à leur HR
Coordinator (HR-Co) qui le transmet au :
Pool Manager (PM) si le candidat est un expatrié ;
HR Officer (HRO) dans la cellule si le candidat est un staff national.
Les candidats qui sont entre missions au moment de postuler envoient leur candidature directement au Pool
Manager (PM).
Si le candidat remplit les critères de sélection requis pour la formation à laquelle il a postulé, il est
automatiquement ajouté à la liste des candidats par le PM ou par le HRO.
Si le candidat ne remplit pas les critères, son PM ou son HRO lui explique la raison du refus.
Tous les candidats doivent remplir un formulaire de candidature. Aucun autre type de candidature ne sera
accepté. Les candidatures doivent être soumises au plus tard 3 mois avant le début de la formation.
1. Approbation par les Opérations (OPS) : cellule et mission
Les points A, B et C s’appliquent aux expatriés. Le staff national suit la procédure décrite au point C1.
A/ N’étant en mission ni au moment de la candidature, ni au moment de la formation : Pas de problème.
Le candidat remplit un formulaire de candidature et l’envoie à son PM.
B/ N’étant pas en mission au moment de la candidature mais sera en mission au moment de la
formation : Le candidat remplit un formulaire de candidature et l’envoie à son PM. Cependant, la mission doit
être informée – et doit donner son accord - avant que la personne ne soit inscrite à la formation.
Chaîne : Le PM informe le HRO dans la cellule qui informe l’équipe de Coordination de la mission avant que la
personne ne soit définitivement inscrite. Si la mission et la cellule acceptent à ce niveau, la participation à la
formation est mentionnée dans le formulaire de départ.
La formation ne peut alors être annulée qu’en cas de contraintes opérationnelles justifiées dans la mission où
l’expatrié va travailler au moment de la formation. Dans ce cas, le PM et l’Unité de Formation doivent être
informés par le HRO dans les plus brefs délais afin qu’un autre candidat ait la possibilité de participer.
C/ Etant en mission au moment de la candidature :
C1 – La formation est demandée par l’actuelle mission du candidat ou par le candidat lui-même : Le
candidat demande l’accord de son superviseur direct, remplit le formulaire de candidature et l’envoie
à son HR-Co. Le HR-Co est responsable de vérifier que le formulaire de candidature ait été rempli
correctement avant de le transmettre au PM ou au HRO du candidat.
C2 – La formation est demandée par le PM de l’expatrié et n’est pas nécessairement directement en lien
avec le poste actuel de l’expatrié. Le PM lui demandera de remplir le formulaire de candidature et de
le lui renvoyer directement. Néanmoins, le candidat doit toujours obtenir l’accord de son superviseur
direct.
2
Voir chapitre III.
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2. Validation
Il existe un Comité de Sélection pour chaque formation qui se réunit pour décider qui sera sélectionné pour la
formation en fonction des besoins et priorités opérationnels. Le délai de sélection est fixé à trois mois avant le
début des cours.
3. Réponse d’une demande de formation
Les réponses positives sont communiquées par l’Unité de Formation. L’Unité de Formation envoie un e-mail à
tous les candidats sélectionnés au moins un mois avant le début de la formation pour confirmer leur
participation et leur donner des informations pratiques sur la formation (dates, lieu, etc.). L’Unité de Formation
demande aussi aux candidats sélectionnés de re-confirmer leur participation.
En cas de non acceptation, le candidat recevra un feedback du PM ou du HRO étant donné que l’Unité de
Formation ne détient pas tous les éléments justifiant la décision.
N.B. : Ce n’est pas parce que votre candidature a été refusée une première fois que vous serez prioritaire sur
la session suivante. La sélection dépendra toujours des besoins opérationnels.
4. Per diem, salaire et assurance
MSF prend en charge tous les frais directement liés à une formation interne, y compris le transport, le logement
et le petit-déjeuner pendant toute la durée de la formation. Les participants qui quittent leur mission le temps de
la formation ont droit à un per diem (sauf les participants du PPD) au taux qui s’applique au lieu où se tient la
formation pour couvrir le déjeuner, le dîner et les frais divers. Les participants recevront leur per diem en
mission. Les expatriés qui sont entre deux missions recevront leur per diem au lieu où se tient la formation.
Le staff national et les expatriés en mission continueront à recevoir leur salaire habituel pendant toute la
formation tandis que les expatriés entre missions n’en recevront pas. Les expatriés en mission continuent de
bénéficier de leur assurance habituelle tandis que le staff national et les expatriés entre missions seront
couverts d’une assurance spécifique contractée par le TU.
17
Scholarships & External Training
HQ staff, expats, national staff must follow the same procedure to apply for
scholarships and external training.3
EXTERNAL TRAINING
BELOW 2.000 EUR
EXTERNAL TRAINING / SCHOLARSHIPS
ABOVE 2.000 EUR
How to apply?
Send an e-mail to the Training Unit (TU)
([email protected])
at least 2 months before the beginning of the
4
training indicating:
Your current situation (working at HQ, on mission
or waiting for a mission);
Your motivation for attending this training;
A description of the course (title, institution, date,
5
location) and the total expected cost (tuition fees,
course material, books…).
The request for training can come from either the
individual or the organization.
Send an e-mail to the Training Unit (TU)
([email protected])
at least 6 months before the beginning of the
6
training including:
An updated CV;
A motivation letter;
A description of the course (title, institution, date,
location);
A detailed budget of the total expected cost (tuition
fees, course material, books…).
The request for training comes from the individual.
How does MSF-OCB decide?
Requests are centralized by the TU and submitted for
decision to:
1.
The TU Coordinator
AND
2.a. The Director of the corresponding department if the
applicant is an HQ staff;
2.b. The Pool Manager if the applicant is an expat inbetween missions;
2.c. The Pool Manager and the direct supervisor if the
expat is on mission.
5. The HR-Co if the applicant is a National Staff
The result will be communicated to the applicant as
soon as possible after the decision makers have
come to a decision.
In order to be considered for a scholarship, the
following criteria must be fulfilled:
1. The candidate must have:
- 24 months of MSF experience;
- worked in diversified projects or contexts;
- shown capacity to coordinate.
2. The proposed training must be relevant.
The decision will be made by the Training
Committee7 which gathers every 3 months and
communicated to the applicant by the TU.
3
This procedure applies to national staff in category 4 and 5 in the OCB function grid as well as medical staff in category 3.
4
An application submitted to the TU after the beginning of the course will never be accepted.
5
The total cost (all included) must be less than 2.000 EUR.
6
Same as [3].
7
The Training Committee is made up of the HR Director, the Medical Director, the OPS Director, the PM Coordinator, Training
Unit Coordinator and HRO coordinator when the applicant is a national staff.
18
Moral Commitment
Work for MSF - According to the amount granted by MSF, the applicant must commit to working for MSF
after he/she has finished the external training as follows:
< 2.000 EUR
12 months
2.000 EUR > 6.000 EUR
18 months
6.000 EUR > 16.000 EUR
24 months
Evaluation report –Applicants are also requested to submit to the TU an evaluation report on the content, the quality
and the added value for MSF at the end of the training. An evaluation report form is available at TU.
Important Notes
•
•
•
•
•
•
•
•
The TU is not responsible for the administrative follow-up or for the registration procedure with the
institution that has been designated by the applicant (individual responsibility).
In case of withdrawal from or non-admission to the course, automatic postponement will not be
accepted (contact the TU).
If the applicant does not fulfil his/her moral commitment, MSF may request for the total or partial
refund of the scholarship.
The maximum amount granted to an applicant is 16.000 EUR.
In general, MSF only contributes to costs directly linked to the studies (tuition fees, specific
supplies, books, etc.). Financial assistance to travel and accommodation expenses may be applied
for but is not likely to be granted.
A year of studying is very costly. Applicants are therefore asked to guarantee that they can cover
the costs that will not be paid by MSF.
MSF will not always cover 100% of the total cost of the training. This is especially the case when
the immediate operational value of the training is not established.
If the training is taking place during the grantee’s mission or contract, a maximum of 2 weeks
salary/per diem will be paid by MSF. The grantee will have to take paid or unpaid leave as from the
rd
8
3 week of the training .
Roles and Responsibilities
It is each participant’s responsibility to do his/her best to learn and reach the learning objectives, to obtain
the skills or defined attitudes, and to apply this new knowledge in future work placements. Participation in
the entire training is always a requirement.
9
The role of the supervising staff is doubly important: They are not only responsible for disseminating and
promoting information regarding training opportunities and encouraging participation, they are also
responsible for ensuring that the MSF training initiatives are effective by creating a framework that allows for
the transfer of new skills and their evaluation.
____
8
For HQ staff, one exception can be made to this rule for trainings requested by a coordinator for a person he supervises and
validated by a director as directly useful for the occupied position.
position
9 Field Co-ordinators, Heads of Mission, Pool Managers, members of the Operational Cells…
19
Bourses & Formations externes
Les employés du siège, les expatriés et le Staff national suivent les
mêmes procédures pour solliciter une bourse ou des formations externes.10
FORMATIONS EXTERNES
EN-DESSOUS DE 2.000 EUR
FORMATIONS EXTERNES / BOURSES
AU-DESSUS DE 2.000 EUR
Comment postuler ?
Envoyez un e-mail à l’Unité de Formation
([email protected])
6 mois minimum avant la formation13 contenant :
Envoyez un e-mail à l’Unité de Formation
([email protected])
2 mois minimum avant la formation11
mentionnant :
Votre situation actuelle (travaillant au siège,
en mission ou en attente) ;
Votre motivation pour la formation choisie ;
Une description du cours (titre, institution,
12
lieu, dates) et le coût total (frais
d’inscription, matériel de cours, livres…).
Un CV à jour ;
Une lettre de motivation ;
Une description du cours (titre, institution, dates,
lieu) ;
Un budget détaillé du coût total (frais
d’inscription, matériel de cours, livres…).
L’initiative vient de l’individu.
L’initiative peut venir de l’individu ou de
l’organisation.
Processus de décision
Les demandes sont centralisées par l’Unité de
Formation et soumises à la décision du :
1.
Coordinateur de l’Unité de Formation
ET
2.a. Directeur du Département correspondant si
le candidat est un employé du siège ;
2.b. Pool Manager si le candidat est un expatrié
en attente de mission ;
2.c. Pool Manager et du superviseur direct de
la mission si l’expatrié est en mission.
3
Le HR-Co si le candidat est un staff National
Les décisions seront communiquées aux
candidats dès que possible après délibération
des décideurs.
10
Pour être pris en considération pour une bourse, il
faut remplir les critères suivants :
1. Le candidat doit avoir :
- 24 mois d’expérience MSF ;
- travaillé dans des contextes variés ;
- démontré qu’il a des capacités de coordination.
2. La formation proposée doit être pertinente.
La décision est prise par le Comité de Formation14
qui se réunit tous les 3 mois et sera communiquée
par l’Unité de Formation.
Cette procédure s'applique également au staff national en catégorie 4 et 5 de la grille de fonction OCB ainsi qu’au staff médical
en catégorie 3.
11
Une candidature envoyée à l’Unité de Formation après le début de la formation ne sera jamais acceptée.
12
Les coûts totaux (tout inclus) ne peuvent pas dépasser 2.000 EUR
13
Se référer à [10]
14
Le Comité de Formation est composé du Directeur HR, du Directeur Médical, du Directeur OPS, du Coordinateur des PM et du
Coordinateur de l’Unité de Formation.
20
Engagement moral
Travailler pour MSF – En fonction du montant accordé par MSF, le boursier s’engage à travailler pour
MSF après avoir terminé la formation externe comme suit :
< 2.000 EUR
2.000 EUR > 6.000 EUR
6.000 EUR > 16.000 EUR
12 mois
18 mois
24 mois
Rapport d’évaluation – A l’issue de la formation, le boursier est également prié de remettre un
rapport d’évaluation à l’Unité de Formation sur le contenu, la qualité et la valeur ajoutée pour MSF.
Un formulaire de rapport d’évaluation est disponible à l’Unité de Formation.
Notes importantes
•
•
•
•
•
•
•
L’unité de Formation n’est pas responsable du suivi administratif ni de la procédure d’inscription
auprès de l’institution qui a été choisie par le boursier (responsabilité individuelle).
En cas de non admission au cours ou de refus, il ne faudra pas considérer l’inscription automatique
à la session suivante (prendre contact avec l’Unité de Formation).
Si le boursier ne remplit pas son engagement, MSF pourra exiger qu’il rembourse la totalité ou une
partie de la bourse.
La somme maximale allouée est de 16.000 EUR.
En général, MSF contribue uniquement aux coûts directement liés aux études (frais d’inscription,
matériel spécifique, livres, etc.). Pour le transport et le logement, des exceptions peuvent être
demandées mais ne sont que rarement acceptées.
Une année d’étude est très coûteuse. C’est pourquoi nous demandons une garantie individuelle
comme quoi le boursier peut couvrir les coûts qui ne seront pas couverts par MSF.
En général, le boursier suit sa formation entre deux missions. Si la formation a lieu pendant la
mission ou le contrat du boursier, un maximum de 2 semaines de salaire/per diem sera pris en
ième
15
semaine.
charge par MSF et le boursier devra prendre des congés à partir du 3
Rôles et responsabilités
Il est du ressort de chaque participant de se mettre dans une situation d’apprentissage requise et
d’atteindre les objectifs de connaissances, de compétences ou d’attitudes définis, ainsi que de prendre soin
de transférer les acquisitions nouvelles dans le travail futur. La participation à l’ensemble de la formation est
également toujours demandée.
16
Le rôle assumé par les personnes ayant une fonction d’encadrement ou de supervision est quant à
lui doublement important : celui de promouvoir et de diffuser l’information quant aux opportunités de
formation et d’y encourager la participation, ainsi que celui d’assurer l’efficience de ces dernières par la
mise en place d’un cadre permettant le transfert des nouvelles compétences et leur évaluation.
____
15
Pour le personnel du siège, une exception peut être faite à cette règle pour les formations demandées par un coordinateur
pour une personne de son équipe et validées par un directeur comme directement utiles pour le poste occupé.
16 Coordinateurs de terrain, Chefs de mission, Pool Managers, membres des cellules opérationnelles…
21
II. MSF Training: Course Descriptions
/
Formations MSF : Description des cours
22
1. Induction courses
/
Cours d’Introduction
23
Primary Departure (PPD) /
Préparation Premier Départ (PPD)
13 Jan to 18 January: Brussels
+ Med Days, Brussels (21/01- 22/01)
+ PPD Log, Brussels (21/01– 25/01)
24 February to 01 March: Italy
+ Med Days, Italy (04/03 – 05/03)
+ PPD Log, Brussels (04/03 – 08/03)
21 April to 26 April:Norway
+ Med Days, Denmark (29/04 - 30/04)
23 June to 28 June: Sweden
+ Med Days, Sweden (01/07 - 02/07)
25 August to 30 August: Denmark
+ Med Days, Denmark (02/09 - 03/09)
6 October to 11 October: Italy
+ Med Days, Italy (14/10 – 15/10)
24 November to 29 November: Norway
+ Med Days, Norway (02/12 - 03/12)
Location
Language
Group maximum
Training referent
See above
English
30 participants
The Training Unit
Target Group
Medical and non-medical volunteers who have successfully been through the recruitment process with MSF
and who are likely to go on a first mission in the field.
Objectives & Content
General Objective of the PPD
At the end of the training, participants will have gained key insights into the workings of MSF thus allowing
them to integrate their first MSF mission successfully.
Specific Objectives of the PPD
• To prepare the new volunteers for their first MSF mission through a series of sessions on MSF
structures and activities, MSF in the field, testimonies, etc. The PPD is a preparatory training course,
where debates and discussions arise and where questions are asked and answered.
• To allow the participants to fully understand MSF philosophy, values, working methods and structures
with a view to making them actors of their own training.
• To provide participants with a more realistic view of the work in the field.
Expected Outcomes of the PPD
At the end of the 6 days, participants should be able to present key points on:
MSF values, policies, programs, procedures, - Areas of intervention
tools, kits, etc.
- Human resources
International issues related to the work of MSF
- Operational Communication Security
Humanitarian context, MSF history and - Life on mission
- The different HQ departments
international structures
The importance of team spirit
- Cross cultural communication
Geopolitical context, humanitarian actors, and - Interpersonal communication
human rights
- Stress management support
- Women Health
-
Teaching Methods
Lectures, group discussions, exercises, case studies, role plays and debates.
Note: For some specific profiles, the general PPD is followed by a technical course where the MSF
policies/standards and tools are presented according to the technical profile of the person.
24
Medical Days (PPD Med)
General Objectives of the Medical Days
⇒ At the end of the module, the participants will be able to:
• Define the role and responsibilities of the 1st mission medical expat, the Field Coordinator and the
Medical Coordinator.
•
List the basic MSF tools used in the field and where to find them (documentation, check lists,
evaluations...).
• Give the core reasons why MSF uses standard medical protocols, guidelines, technical policies.
• Define the basic concepts of essential drugs and handle them correctly in MSF Programmes.
o Understand the concepts of “essential drugs” and “rational use of drugs” and why they are
included in MSF programs.
o Organise and manage correctly a pharmacy according to the MSF standards (essential drugs
guideline).
o Use the MSF list of drugs and catalogues.
• Name the universal precautions.
• Define supervision activities and organise a basic supervision plan.
• Set up common priorities for a project.
• Name the key principles regarding patient flow.
Logistic Week (PPD Log)
Target Group:
st
Expats with a logistics, watsan, supply or technical profile preparing to leave for their 1 mission.
Expats with a logistics, watsan, supply or technical profile who left directly for short-term emergency
missions without participating in the PPD.
Expats with non-logistics profiles who wish to convert to logistics.
LogCos are encouraged to run field level PPDL weeks (or an equivalent in modular format over a number of
weeks) for national staff logisticians recruited to senior positions such as Dep. Field Log or Dep. LogCo.
Pre-Requisites
•
•
Participation in the general PPD or MSF field experience.
Level B2 of English – see the definition of ‘B2’ in the application form.
General Objectives of the Logistic Week
The PPDL is a level 1, general training. It is designed to prepare candidates for work as MSF field logisticians.
The aim is that post-PPDL they will ‘hit the ground running’ – become usefully operational as quickly as
possible. For each topic, we will:
1.
Explain the role of the field logistician in this domain
2.
Pass a few basic technical messages according to priorities defined annually by operations
3.
Demonstrate where to find more information when in the field
Specific Objectives
Logistics will be split up into different competencies which will be treated one-by-one bearing in mind the
general objective as stated above:
Technical Competencies Linked to
Support Logistics
- Supply
- Equipment management
- Vehicle
fleet
management
(mechanics)
- Air operations
- Information
Technology
&
Telecommunications
- Office management and team life
- Energy and Cold Chain
Technical Competencies Linked to Program Logistics
Hospital
logistics
(Biomedical,
Construction/Rehabilitation)
- Water, Hygiene and Sanitation
- Food logistics (large scale distribution for nutrition
programs)
- Support to displaced populations (Non-food item
distribution, Shelter etc.)
- Responding to epidemics and other infectious
diseases (Vaccination, Cholera, Hemorrhagic Fever,
HIV/TB)
Technical Competencies Linked to Safety and Security
- Individual protection
- Protection of buildings
- Handling dangerous products
-
Protection of transport
Security of information and data
Security of the environment
Teaching Methods
Presentations, practical exercises, demonstrations, case studies
25
Sanou
Sanou : « Hello, welcome » in haoussa
An MSF training about MSF for the MSF staff in the field
Dates
Location
Duration
Language
Group maximum
Training referent
can be chosen by the mission
your mission
2 days of preparation + 3 days of training
English or French
15-25 participants
your HRO and HR-Co for the implementation ;
G. Erken ([email protected]), C. Daenens
([email protected]), for the content and the concept ; S.
Guillaumie ([email protected]) for the matching between the
missions and the « Sanou Coordinators »
Target group
All the MSF employees, national and international staff, whatever their profile. It is advised to mix participants
in order to create a platform where different people can share their point of vue and their perception of various
topics.
This training is not a duplication of the PPD.
Objectives and content
Overall objective
“To strengthen MSF staff’s ability to act as “Ambassadors of MSF”, internally (with their colleagues, the
beneficiaries, ...) and externally (partners, communities, etc.)”.
The training is an introduction to MSF allowing the participants to understand better the principles of the
organization and to represent it around them.
List of modules
• What is MSF ? (identity, particularities, testimony...)
• MSF history (MSF’s evolution, big steps in history, how and why we decided to change some
orientations)
• Where does MSF work ? (areas of intervention, kind of activities we have in different settings...)
• Who works for MSF ? (how is a team composed, principle of complementarity, how to deal with
cultural differences in a mission...)
• MSF Structure & Funding (structure of the movement, international sections, the different
departments, funding...)
• MSF as an association (what does it mean ? , how associative and executive interact, how to become
a member, formal and informal associative...)
It is up to the missions to decide to organize all these sessions, or to choose only some of them.
A full “Sanou MSF” lasts in general three full days.
Teaching methods
The sessions are aimed to be as interactive as possible. They include pictures, games, movies, case studies,
debates, audio interviews... and some Power Point slides to summarise the information.
The purpose is that every mission becomes autonomous in the organization of its « Sanou MSF » - thanks to an
MSF kit made of a DVD, movies, interactive material. This kit will be left in the field. But in order to use the kit, a
short preparation is needed.
In this perspective, every mission wanting to organize a « Sanou » should talk about it to its HR-Co and its HRO.
A pool of « Sanou Coordinators » is ready to come and help to put in place a first edition of the « Sanou MSF ».
Thus the Coordinator(s) will come on the field during one week, and will bring a « Sanou MSF » suitcase that will
remain on the spot.
The Coordinator(s), during 2 days, will train Facilitators (3 to 6 members of the mission having a certain
experience with MSF). These facilitators will animate, with the help of the Coordinator(s), the first version of the
Sanou on the spot (3 days to foresee).
Then these facilitators will be able to organize on their own other « Sanou MSF » for other members of the MSF
staff in the country (this strategy already works in Niger, in Congo, in Pakistan...)
26
27
Sanou
Sanou : « Bonjour, bienvenue » en haoussa
Une formation MSF sur MSF pour le personnel MSF sur le terrain
Dates
Lieux
Durée
Langue
Groupe maximum
Personne de référence
à votre meilleure convenance
votre mission
2 jours de préparation + 3 jours de formation
français ou anglais
15-25 participants
votre HRO et HR-Co pour l’implémentation ; G. Erken
([email protected]), C. Daenens
([email protected]), pour le contenu et le concept ; S. Guillaumie
([email protected]) pour la répartition des missions parmi les
Coordinateurs Sanou.
Public cible
Tous les employés MSF, nationaux et internationaux, quel que soit leur profil. Il est d’ailleurs recommandé de
mélanger les participants de manière à créer une plateforme où les personnes peuvent partager leurs points
de vue et leurs perceptions sur différents sujets.
Cette formation n’est pas une duplication du PPD.
Objectifs et contenu
Objectif général
« Renforcer les capacités du staff MSF à agir en tant qu’ « Ambassadeurs de MSF », en interne (avec leurs
collègues, les bénéficiaires...) et en externe (les partenaires, la communauté, etc.) ».
La formation est une introduction à MSF permettant aux participants de mieux comprendre les principes de
l’organisation et de les représenter autour d’eux.
Aperçu des modules
• Qu’est-ce que MSF ? (identité, particularités, témoignages...)
• L’histoire de MSF (évolution de MSF, grandes étapes dans son histoire, comment et pourquoi nous
avons décidé de changer certaines orientations...)
• Où travaille MSF ? (aires d’interventions, le type d’activités que nous avons dans différents
contextes...)
• Qui travaille pour MSF ? (comment est composée une équipe, le principe de complémentarité,
comment vivre avec les différences culturelles en mission...)
• La structure et le financement de MSF (la structure du mouvement, les sections internationales, les
différents départements, d’où viennent les fonds de MSF...)
• MSF en tant qu’association (ce que ça signifie, comment l’associatif et l’exécutif interagissent,
comment devenir un membre de l’association, l’associatif formel et informel...)
Libre aux missions de décider d’organiser toutes les sessions, ou d’en choisir certaines. Un “Sanou MSF” complet
dure en général trois jours entiers.
Méthodes d’apprentissage
Sessions interactives basées sur des images, des jeux, des films, des études de cas, des débats, des entretiens
audio... et quelques diapositives Power Point pour résumer.
L’idée est que chaque terrain devienne autonome dans l’organisation de ses « Sanou MSF », et ce grâce à un kit
MSF comprenant un DVD, des films, du matériel interactif, qui sera laissé sur le terrain. Mais pour utiliser ce kit, il
faut une petite préparation.
Dans cette optique, la mission devra faire part de son intérêt à son HR-Co et à son HRO. Un pool de
« Coordinateurs Sanou » est prêt à venir aider à mettre sur pied une première édition du « Sanou MSF ». Le
Coordinateur viendra donc une semaine sur le terrain, en emportant une mallette « Sanou MSF » qui restera sur
place.
Les Coordinateurs, pendant 2 jours, formeront des facilitateurs (3 à 6 membres du personnel expérimenté de la
mission). Ce sont ces facilitateurs qui animeront, avec le soutien des Coordinateurs, la première version du
Sanou sur place (3 journées à prévoir).
Puis ces facilitateurs pourront organiser d’autres « Sanou MSF » pour les autres membres du personnel MSF
dans le pays (c’est ce qui se passe déjà au Niger, au Congo, au Pakistan...).
28
29
Finance Online Course
Dates
Location
Duration
Language
Group maximal
Course organisor
Before departure in a finance position
in front of your computer :-)
±20 hours spread over 10 days
English
Individual training
[email protected]
Target group
Finance staff who will be in charge of managing Finance on a project or in coordination.
Prerequisites
Successful Finance test
Good Internet connection (to enable you to download and watch the movies)
Objectives and Content
General Objective:
To prepare the MSF Finance staff to manage properly the finance in their project/mission.
Specific objectives
After this training, the participants will be able to…
• Accounting (8 hours)
- Set up the accounting in a project/mission
- Post all accounting entries in Saga Software
- File properly all finance vouchers
- Close the monthly accounts properly
- Play with Saga
- Use MSF standard forms and guidelines
• Purchase process (1 hour)
- Define the steps of the purchase process
- Define the responsibilities of the finance staff in the process
- Control that the standard processes are respected
- Use the MSF purchase guidelines & tools
• Cash Management (1 hour)
- Use MSF tools and guidelines
- Ensure and secure proper management of cash in the mission/project
Follow Up of the online course
For the Finance coordinator : 2 days of individual training in HQ (skills tackled : Management control,
internal control, budget process, funding process)
For the HR/FIN manager on a project : cell briefings before departure
Learning techniques
This course is an e-learning course of MSF including case studies, movies, pictures … The course is built
mainly on actual cases of Malawi mission.
The skills covered are related to the following topics : accounting, purchase process and cash management.
Through the course, the learner will meet the different finance actors of the mission and will understand
the role of each one. He will have to use the Saga software if it was for real!
Finance Expert will be the tutor to guide the participant in this course, to interact with him/her and follow
his/her progression.
30
2. Technical Medical Courses
/
Formations Techniques Médicales
31
Coordination Nutrition & Vaccination – Nut Vacci 2
Dates / Organisateur
Lieu
Durée
Langue
Groupe maximum
Organisateur de cours:
Medical Training Officer:
OCP: 06/10/2013 - 19/10/2013(Français)
OCP: Brévilles – Les – Monts; France
2 semaines
Français
OCP: 20–25 participants au total; 4 OCB participants
Marie-Eve BURNY,. [email protected]
Pascale DELCHEVALERIE. [email protected]
Florence Parent, [email protected]
Public Cible
Médicaux et paramédicaux ayant au moins une expérience terrain en nutrition et/ou en vaccination, amenés à
encadrer des activités nutrition et/ou vaccination.
Engagement d’au moins 12 mois (modulable - une ou plusieurs missions - pour les expatriés)
Objectifs & Contenu
A l'issue de cette formation, les participants seront capables de :
EPIDEMIOLOGIE : Définir, calculer et utiliser des indicateurs épidémiologiques
• Décrire l’intérêt et l’utilité d’un indicateur
• Calculer les indicateurs épidémiologiques
• Interpréter des résultats
-
NUTRITION : Discuter, mettre en place et coordonner des programmes alimentaires nutritionnels
Identifier un problème nutritionnel et/ou alimentaire dans une population:
• Décrire les différents contextes de survenue d’un problème nutritionnel et/ou alimentaire et en
expliquer les mécanismes
• Réaliser ou participer à l’évaluation initiale d’une situation
• Justifier la nécessité et définir les objectifs de l’évaluation initiale
• Identifier les indicateurs de l’évaluation (généraux et spécifiques nutritionnels et alimentaires)
• Définir les méthodes et choisir les moyens nécessaires à l’évaluation (mise en place,
organisation)
• Recueillir, analyser et interpréter les données
• Rédiger les recommandations nutritionnelles
• Communiquer et discuter les recommandations avec les partenaires
Evaluer le statut nutritionnel d’un individu (enfant, adolescent & adulte):
• Citer les différentes causes de la malnutrition (maladies, carences, psy)
• Expliquer les conséquences de la malnutrition (mécanismes physiopathologiques)
• Réaliser un diagnostic clinique de la malnutrition aiguë et des maladies carentielles (signes et
symptômes)
• Argumenter le choix des mesures et indices anthropométriques (P-T, MUAC, IMC) à utiliser selon
l’individu et la situation
• Expliquer les causes & conséquences des erreurs de mesure
• Discuter de l’expression des indices anthropométriques en Z-score ou en % de la médiane
Proposer et mettre en place des programmes adaptés :
• Assurer une prise en charge globale d’une personne mal-nourrie (malnutrition aiguë et maladies
carentielles)
• Justifier le choix des traitements et mesures systématiques à mettre en place (par rapport à tous
les aspects : médicaux, psychologiques et diététiques, généraux)
• Discuter la spécificité de la prise en charge des pathologies associées et des maladies
carentielles
• Proposer et justifier le choix d’une stratégie nutritionnelle dans un contexte donné
• Définir les stratégies nutritionnelles possibles
• Discuter des avantages et inconvénients de chaque stratégie en fonction de chaque contexte
• Prendre en compte le circuit de l’aide alimentaire dans le choix des stratégies
• Mettre en place des programmes nutritionnels dans un contexte donné
• Définir les standards à mettre en place pour la prise en charge des mal-nourris (logistique,
planification spatiale et EHA)
Assurer l’utilisation de produits nutritionnels de qualité
Organiser les ressources humaines:
• Définir les besoins en nombre & qualification
• Etablir un organigramme & des descriptions de poste
-
-
-
32
-
-
-
-
-
-
• Identifier les besoins en formation et définir les objectifs d’apprentissage
• Définir les stratégies de formation adaptées au contexte et assurer la formation
• Mettre en place et utiliser un système de supervision des programmes nutritionnels
• Définir les objectifs, les indicateurs et outils du monitoring
• Réajuster les activités selon les résultats
Mettre en place un suivi des programmes et du contexte, Analyser et réajuster les programmes :
• Définir les objectifs et les indicateurs de la surveillance
• Proposer le système de surveillance à mettre en place selon le contexte
• Réaliser les réajustements nécessaires
VACCINATION : Planifier, mettre en place et évaluer les activités de vaccination
Expliquer les principes de base de la vaccination :
• Citer et décrire les vaccins utilisés en situations d'urgence et en programmes réguliers (efficacité,
âge, dose, conservation).
• Expliquer les différentes stratégies de vaccination
Organiser et planifier la mise en place d’une chaîne de froid :
• Décrire le fonctionnement de la chaîne de froid
• Décrire les spécificités du matériel.
• Evaluer les besoins et participer à la mise en place de la chaîne de froid
• Surveiller la validité de la chaîne de froid
Mettre en place et superviser les activités de vaccination (activités régulières, campagne de vaccination
• Evaluer les activités de vaccination (objectifs, outils, mécanismes, responsables)
• Analyser la situation
• Définir, argumenter les actions à mettre en place
• Estimer les besoins en ressources humaines, matériel & vaccins
• Interpréter l’évolution des maladies cibles
Mettre en place un système de surveillance des activités de vaccination :
• Identifier les indicateurs épidémiologiques
• Organiser le système de collecte de l’information
• Utiliser les données du système de surveillance pour définir les actions prioritaires
Réaliser une enquête d’occasions manquées de vaccination
Participer à l’investigation et à la prise en charge d’une épidémie de méningite :
• Identifier une alerte épidémique
• Investiguer une épidémie
• Recueillir et analyser les données pour suivre l’évolution d’une épidémie
• Discuter les stratégies de prise en charge curative
• Identifier la population cible pour la vaccination
• Planifier une campagne de vaccination
Techniques Pédagogiques
Présentations interactives, études de cas, ateliers, démonstration de matériel, simulations, jeux, films,
discussions.
33
Health Promotion 1 (HP1)
Dates
Location/Organiser
Duration
Language
Group maximum
Approximate cost
Training organizer:
06/05 – 15/05
Brussels, Belgium / OCB
9 days
English
20 participants in total; 15 OCB participants
1000 EUR (without transport costs)
Yasmine AL KOURDI: [email protected]
Target Group
Actual and future Health Promoters with less than one year of experience in health promotion in the field
(including national staff).
Paramedics working in training and health promotion/education activities (including national staff).
General Objectives
• At the end of the course participants will be familiar with the importance of Health Promotion within
MSF.
• They will be able to implement the basic Health Promotion principles.
Specific Objectives
• What is Health Promotion for MSF?
• Why is Health Promotion important within MSF programs?
• Different methodologies to collect information.
• How to elaborate health messages and identify communication tools.
• Define health promotion activities and elaborate indicators of follow up.
• Elaboration and use of monitoring tools.
Teaching Methods
Lectures, case studies, group discussions, audiovisual support
34
Mental Health Course (MH)
Dates
Location
Duration
Language
Group maximum
Training Organizer
Medical training officer
02/12 - 13/12
Holland
10 working days over 2 weeks
English
Nathalie SEVERY, [email protected]
Target Group
Expatriate Mental Health Officers with one or two missions.
Experienced national Mental Health staff.
General Objectives
Enhance participants’ awareness, skills and knowledge on Mental Health (MH) issues within MSF.
Specific Objectives
• Improve MH intervention strategies.
• Improve knowledge, skills and cross cultural attitudes among participants.
• Improve application of MSF standard tools, including training and monitoring protocols.
• Improve the quality of regular formal and informal evaluations of activities.
• Improve retention within MH staff.
Content
• Overview of MH programs in MSF
• Assessment
• Community approach
• Counseling approach and 5 types of
problems
• Sexual violence
• HIV/TB
• Training of trainers (MHO)
• Counseling trauma symptoms (NS)
• Motivation Enhancing Therapy
•
•
•
•
•
•
•
Psychiatry
Working with children
Mental health and nutrition
Counseling: An additional language using
dolls
Clinical supervision
Mental health in emergencies
Monitoring (data tool)
Teaching Methods
Classroom presentations, demonstrations, group work, case studies, movies, discussions…
35
Sexual and Reproductive Health Training (SRH)
Dates
Location
Duration
Language
Group maximum
Training organizer
02/09 – 13/09
To Be Confirmed
2 weeks
English
12 OCB – 24 total
Pieter VAN WOLVELAER, [email protected]
Eva DE PLECKER, [email protected]
Target Group
Midwives, nurses, MDs and obstetricians with one of the following profiles:
Currently working in an S&RH program component of an MSF mission;
Involved in the planning and development of an SRH component in a current mission;
Planning to work in a mission with SRH activities within the next 3 months;
Preferably having done more than 1 mission with MSF; experienced staff will have priority over first-missions.
General Objectives
MSF health staff involved in SRH activities will be better equipped to implement the main components of the
MSF SRH Policy in their projects.
•
•
•
•
•
-
Specific Objectives
Participants will understand the importance of SRH and its impact on global health (physical,
psychological and social).
Participants will have gained the knowledge and the confidence necessary to implement a (minimum)
package of SRH activities, like various components of ante- and postnatal care, basic and
comprehensive obstetric care and family planning, SGBV care.
Participants will be familiar with several SRH ‘sub-policies’ and care protocols (e.g. regarding abortion
care/ToP, care for victims of SGBV, STI treatment, FGM, fistula).
Competences of participants in practical life saving skills (vacuum extraction, MVA, management of
PPH, sepsis, eclampsia management, breech delivery, insertion of IUD, neonatal resuscitation) will have
increased.
Participants will have a better knowledge of issues regarding set-up, management, data collection and
monitoring of RH program components.
Content
MSF S&RH Policy
Strategies to reduce maternal and prenatal
mortality
Implementation of quality antenatal care
services
Basic
and
comprehensive
emergency
obstetric care
Managing childbirth complications
Prevention of mother-to-child transmission of
HIV
Implementation of quality postnatal care
services
Care of rape survivors
-
Laboratory services in S&RH
Programming for obstetric and traumatic
fistula care
Safe abortion care and post-abortion care
Female Genital Cutting
Neonatal care and neonatal resuscitation
Family planning
Reproductive
tract
infection,
including
HIV/AIDS
Teaching aids
36
Advanced Life Support Obstetrics - ALSO
Dates
Location
Duration
Language
Group maximum
Training organizer:
06/05 – 10/05, 07/10 – 11/10
MSF Denmark Office, Copenhagen
3 days for the certification + 2 days prior for reading in DK for expats on mission
English
20 participants in total; 10 OCB
Eva DE PLECKER, [email protected],
Medical Training Officer: Florence Parent, [email protected]
Target Group
Expatriate midwives and medical doctors (priority to gynaecologists) with at least one mission prior to course.
Priority will be given to expats in-between missions.
General Objective
To improve the maternal and neonatal outcome of obstetric emergencies faced in the field.
Specific Objective
• To help the participants maintain the knowledge and skills they need to effectively manage obstetrical
emergencies. The training aims to bring the participants to a high performance level in situations
that, in most settings, are only rarely occurring, acutely presenting and that, consequently, not
many birth attendants have routine in handling. Training in these situations increases the level of
security and quality of the response to the life threatening complications occurring in pregnancy
and childbirth. The course also serves as a multidisciplinary aid for training in obstetrics.
Furthermore we hope that the training will:
• Ensure coherence and quality in obstetrical training at all levels by equipping medical staff working in
obstetrics with a pedagogical framework for training national staff and colleagues in improved
responses to obstetric emergencies.
• Build capacities in and outside MSF projects by allowing our medical staff working in obstetrics to
acquire qualifications that are recognized outside MSF and thus help validate the knowledge, skills
and courage they usually obtain in MSF missions in regards to obstetric emergencies.
• Build a “pool” of MSF-ALSO-Instructors within MSF by certifying a small group of “MSF-ALSOinstructors” who, in turn, will provide further certification to MSF staff with external supervision of the
ALSO organisation.
Content
The ALSO training and certification provides instructions and training on PPH, Breech delivery,
undelivered shoulders, neonatal resuscitation, eclamtic fit and vacuum extraction deliveries. A small group
of participants (already ALSO certified) will be certified as instructors prior to the general certification with
one day’s preparation beforehand.
Teaching Methods
•
•
•
Individually reading 400 pages of obstetric pathology documentation beforehand. For expats in the
field we recommend arriving three days before the certification for reading as field life usually does
not allow for this kind of preparation.
Lectures and workshops using mnemonics (memo-technical tools) and hands-on exercises on
mannequins.
Exam by multiple choice tests and practical demonstration
37
E-learning Nutrition
Dates
Location
Duration
Language
Group maximum
Deadline to apply
Approximate cost per
person
Course organiser:
dates to be confirmed – 5 sessions
At your place in front of your computer ;-)
30 hours spread over 15 days
3 trainings in English, 2 trainings in French
40 - 45
One month in advance
500 EUR
Pascale DELCHEVALERIE, [email protected]
Target Group
Medical or paramedical staff who will be in charge of managing a nutritional program in the field.
General Objective
To prepare the MSF medical and paramedical staff to handle a nutritional program.
Specific Objectives
After this training, the participants will be able to:
• Define the different types of malnutrition.
• Identify the common mistakes made while taking the measures.
• Calculate the anthropometric indices from the measures taken
Module 1: Clinical Cases
• Detect malnutrition in children.
• Analyse the measures in order to make a
decision of admission or referral.
• Calculate the anthropometric indices from
the measures taken.
• Prescribe adapted nutritional treatment to a
malnourished child.
• Prescribe adapted systematic treatment to
prevent complications.
• Treat most common medical complications.
• Discharge children according to their health
and nutritional status.
• Use the MSF nutritional guidelines and
tools.
Module 2: Management
• Organise an adapted physical set-up for
ITFC & ATFC and flow of activities.
• Ensure proper drugs and food
management.
• Put in place a proper supervision of
activities.
Module 3: Monitoring
• Make statistics based on a patient’s
register.
• Analyze statistical files.
Teaching Methods
This course is the first technical e-learning course of MSF including case studies, movies, pictures, etc.
The course is situation-based. It transports the learner in an ambulatory or in-patient feeding centre that
he/she has to manage. This includes diagnosing, treating and following children, but also all the reporting
and monitoring aspects of such a mission: statistics follow-up, logistics and day-to-day management of
the centre. Nutritional Experts will be your tutors and guide you through this course, interacting with you
and following your progression.
38
E-learning Nutrition
Dates
Lieu
Durée
Langue
Groupe maximum
Date limite d’inscription
Cout approximatif par
personne
Organisateur du cours:
Les dates seront annoncées ultérieurement
Chez vous, devant votre ordinateur ;-)
30 heurs en 15 jours
Français
40 - 45
1 mois en avance
500 EUR
Pascale DELCHEVALERIE,[email protected]
Public concerné
Staff médical ou paramédical qui sera en charge de gérer un programme de Nutrition sur le terrain.
Objectifs & Contenu
Objectif Général
Préparer le staff Médical et Paramédical de MSF à la gestion d’un programme nutritionnel.
Objectifs Spécifiques
Après cette formation, les participants seront en mesure de:
• Définir les différents types de malnutrition
• Identifier les erreurs courantes pendant la prise de mesures
• Calculer les indices anthropométriques à partir des mesures prises
Module 1: Cas Cliniques
• Détecter la malnutrition chez les enfants
• Analyser des mesures afin de décider
d’une admission ou non
• Calculer les indices anthropométriques à
partir des mesures prises
• Prescrire le traitement nutritionnel adapté à
un enfant malnutri
• Prescrire un traitement systématique
adapté afin de prévenir les complications
• Traiter les complications médicales les plus
courantes
• Faire sortir les enfants du programme en
fonction de leur santé et de leur statut
nutritionnel
• Utiliser les lignes directrices et outils
nutritionnels de MSF
Module 2: Management
• Organiser et adapter la mise en place des
CNTH & CNTA et du flot d’activités
• Assurer une bonne gestion des
médicaments et de la nourriture
• Mettre en place une supervision adéquate
des activités
Module 3: Monitoring
• Faire des statistiques basées sur le dossier
des patients et les registres
• Analyser les données statistiques et les
indicateurs
Ce cours est un des premiers cours technique MSF dispensé en e-learning. Il contient des études de cas,
des films, des photos, etc. Il est basé sur des situations précises et transporte le participant dans un
centre de soins ambulatoires ou dans un centre de nutrition qu’il/elle doit diriger. Ceci inclut le
diagnostique, le traitement et le suivi des enfants mais aussi la rédaction de rapports et le monitoring des
différents aspects d’une telle mission: suivi des statistiques, gestion logistique et journalière du centre.
Des experts nutritionnels seront vos tuteurs et vous guideront à travers le cours avec des échanges
interactifs et un suivi régulier de vos progrès.
39
Dates
Duration
Language
Group maximum
18/02 – 01/03 (Brussels) (English)
03/06 – 14/06 (Brussels) (English)
06/12 – 13/12 (Brussels) (French)
2 weeks
English
20 participants in total: 15 OCB, 5 from other OC
Target Group
Medical field staff who has the potential and willingness to continue with MSF in medical field or medical
management oriented positions.
General Objective
Participants will be able to manage (their) medical services using the tools, skills and knowledge provided.
Specific Objectives
Specific objectives are categorized in 2 main field of competencies that we aim to build during the course.
Transversal competencies
•
•
•
•
•
•
•
•
Project management
Data management
Pharmacy management
Service management
H.R management
Medical programming
Anthropological awareness
E-prep
Vertical competencies
•
•
•
•
•
•
•
•
•
•
•
Malaria
HIV-TB-MDR
Nutrition
Vaccination
Emergency room care
Surgery
Neonatal care
Mental health
Reproductive health
Hygiene and sterilization
Essential water and sanitation requirements
Teaching Methods
Lectures, group work, case-studies, debates, reflection on field experience, problem based learning, etc.
Technical guideline, practical exercises.
40
Dates
Durée
Langue
Group maximum
18/02 – 01/03 (Bruxelles) (Anglais)
03/06 – 14/06 (Bruxelles) (Anglais)
06/12 – 13/12 (Bruxelles) (Français)
2 semaines
Voir ci dessus
20 participants au total: 15 OCB, 5 d’autres OC
Public concerné
Staff médical avec le potentiel et la volonté d’évoluer chez MSF dans un poste orienté vers le management
des équipes médicales.
Objectifs & Contenu
Objectif Général
Les participants seront capable de gérer (leur) service médical en utilisant les outils, les compétences et
le savoir mis à leur disposition.
Objectifs spécifiques
Les objectifs spécifiques sont divisés principalement en 2 champs de compétences que nous cherchons à
développer pendant le cours.
Compétences transversales
•
•
•
•
•
•
•
•
Gestion de projet
Gestion de données
Gestions de la pharmacie
Gestion des services
Gestion RH
Programmation médicale
Prise de conscience
anthropologique
E-prep
Compétences verticales
•
Malaria
•
HIV-TB-MDR
•
Nutrition
•
Vaccination
•
Entretien des urgences
•
Chirurgie
•
Soins néonataux
•
Santé Mental
•
Santé reproductrice
•
Hygiène et stérilisation
•
Pré requis essentiels en Eau et
assainissement
Lectures, travaux de groupe, étude de cas, débats, réflexion sur les expériences terrain, résolution de
problèmes, etc. Directives techniques et exercices pratiques.
41
Pharmacy Training
Dates
Location
Duration
Language
Maximum Group
Training Organizer
30/09 – 04/10
Barcelona
5 days
English
Ramon Spatini Bernardo, [email protected]
Marjolein De Bruycker, [email protected]
Caroline Beetz, [email protected]
Target Group
Graduated pharmacists who have consistent experience with MSF.
To offer the possibility to advanced pharmacists to increase their capacity to manage a wide range of
pharmaceutical issues in a mission/project, through training in 5 technical topics:
1. Pharmaceutical policy and legislation: MSF Quality Assurance Scheme (QAS), role of the MSF QAS in
humanitarian procurement, relations between MSF and National Drug Regulatory Authorities...), ...
2. Planning of pharmaceutical activities: forecasting, logframe, monitoring & supervision, ARV quantification,
pharmaceutical distribution flow, ...
3. Clinical pharmacy & pharmacy practices: pharmacovigilance, extemporaneous drug preparation, operational
research, ...
4. Pharmacy in emergencies: kit use, donation guidelines proactive handling, ...
5. Field/HR management: task delegation, coaching, briefing/debriefing, ...
Teaching Methods
Presentations, intervention from external experts, practical exercises, active participation required from
the participants especially during the round-tables or in preparing specific presentations.
42
GAS Week
Dates
Location
Duration
Language
Maximum Group
Approximate cost per person
Training Organizer
02/09 – 07/09
Hong-Kong (MSF HK)
6 days
English
Minimum 15 – Maximum 20
800 EUR (without transport costs)
OCB GAS Unit
This training is a technical one for surgeons, gynaecologists and anaesthesiologists. It is based on their standard
job description, in order to provide a proper preparation, before departing on a first field assignment or if they have
only a short field experience (less than 3 consecutives months).
Target group
Surgeons, gynaecologists and anaesthesiologists who have less than 3 total full months of MSF experience.
Remark: some of the training modules can be used for a specialist needing a refreshment on a specific topic(s).
By the end of the week the participants will be able to assume their role as expatriate surgeon, gynaecologist
or anaesthetist in an MSF setting in an MSF mission:
•
•
•
•
•
To list, identify and describe their role in the
different surgical activities definitions and axes
of intervention.
To base their work on MSF surgical and
surgical oriented medical protocols and policies
(surgical, abortion, SGBV,FGM, pain
management, sterilisation, Caesarean section,
emergency/disaster preparedness, etc.).
To define surgical activities (surgery,
gynaecology and anaesthesia) as part of a
comprehensive care.
To define surgical activities and the minimum
pre-requisites (pre-conditions) at each level of
surgical activities.
To summarize the main points of Standard
Precautions, Hygiene and Sterilization and
Water and Sanitation, which are mandatory in
their MSF practice as specialists in the surgical
field (surgeon, gynaecologist, anaesthetist).
•
•
•
•
•
To explain and to handle different
surgical/gynaecological related technical
procedures, according to MSF protocols.
To describe their responsibilities as Human
Resources Manager and supervisor of the
surgical team.
To define surgical activities quality and
integrate it in a global medical MSF quality
approach.
To describe their responsibilities as Human
Resources Manager and supervisor of the
surgical team.
To provide them with basic/specific tools for
coping with stress in the field related to:
security, inter-cultural differences, team life,
working and living conditions, etc.
Teaching methods
Lectures, case studies, role playing, group work, field experience sharing and other methods will be used
during this training in order to reinforce personal as well as group competencies of participants.
43
Capacity Building in operational research
Dates
Location
Duration
Language
Group maximum
Applications
Course Organizer
MSF- African Course (Nairobi) - Module 1a 11/03 till 15/03/2013
Module 1b 18/03 till 22/03/2013
Module 2 02/12 till 06/12/2013
MSF-European Course (Luxembourg) - Module 1a 08/07 till 12/07/2013
Module 1b 15/07 till 19/07/2013
Module 2 - 2014 to be confirmed
Luxembourg and Kenya
10 - 12 months (includes 3weeks in the training centre)
English
12
3 months before the start of a course, Apply online: http://www.msf.lu/
Rony Zachariah, Operational Research General Coordinator
[email protected]
Target Group
Medical and paramedical staff in an MSF or national health program, or health institution.
Pre-requisites
• Current involvement in a medical program
• A written commitment to attend all three modules of the training course and apply the knowledge after
completion
• Provide an application that a) describes a problem that the candidate has identified within a given
program and b) formulation of a research question related to the identified problem
• Masters in Public Health (MPH) or equivalent, or a strong recommendation
General Objective
To develop the knowledge and practical skills to conduct and publish operational research. The course is
composed of three modules of 5 days each and conducted over a period of 10-12 months.
Course content
The 1st module focuses on development of a study protocol. At the end of this module, participants should
have a thorough understanding of operational research:
• understand the methodology of research, including design, settings, patient samples, measurable
outcomes, data collection and analysis
• be able to fulfil the MSF Ethics Review Board criteria for study protocols
• produce a draft research protocol
The 2nd module focuses on efficient, quality assured data collection and analysis. By the end of this
module, participants should:
• understand the importance of good data quality (collection, entry and validation)
• know how to use EpiData tools, including a) how to do a questionnaire file, b) a check file c) a rec
file and d) basic analysis
• tailor the knowledge on EpiData to suit their specific OR studies and develop relevant data
collection tools
• understand the basics of crude and stratified data analysis
The 3rd module helps participants turn their research conclusions into a draft article for scientific
publication. By the end of this module, participants should:
• learn the principles of writing a scientific paper
• write a draft paper
• learn how to deal with online submission and peer review
Teaching Methods
Lectures and discussions, case examples of completed and published operational research projects, "learning
by doing" exercises.
44
HIV & TB Clinical Training: Basic Level (South Africa)
Dates
Location
Duration
Language
Group maximum
Approximate cost
Course Organizer
28/01 – 08/02, 13/05 – 24/05, 29/07 – 08/08, 30/09 – 11/10
Cape Town, South Africa
2 weeks
English
4 participants in total; 1 OCB participant
1700 EUR per person (without transport costs)
Musaed ABRAHAMS, [email protected]
Target Group
MSF expat or national clinical staff with little or no HIV knowledge/experience (less than 6 months) who will be
actively involved in HIV clinical care (consulting patients). This can include doctors, clinical officers, physician
assistants, clinical nurse practitioners, etc.
Pre-requisite
Adequate English fluency essential (level B2)
General Objective
Upon completion, the participant will be able to diagnose and comprehensively manage Primary Care HIV
and TB patients using current evidence-based medicine within a resource limited MSF context.
Specific Objectives
General:
⇒ To understand : The HIV life-cycle and
epidemiology , The various HIV tests and how
this applies to clinical practice, The importance
of clinical staging Counselling , M&E , PMTCT,
PEP
OI’s (including TB):
⇒ To be able to diagnose and manage:
• TB & HIV co-infection
• Smear negative TB
• Complications of combined HIV & TB treatment
• Kaposis sarcoma
Antiretroviral therapy (ART):
⇒ To be able to:
• Recognize and manage serious ART toxicities
(especially d4T and Nevirapine related),
Recognize and manage IRIS, Recognize
treatment success and failure
Systems disease:
⇒ To be able to manage common HIV clinical
presentations in: Neurology (Space occupying
lesions, meningitis, leg weakness), Respiratory
(PCP, TB), Gastroenterology (chronic
diarrhea), Dermatology
Paediatrics:
• To be able to: Diagnose HIV in a child, Diagnose,
and treat TB in an HIV+ child, Appropriately assess
when to initiate ART in a child
Radiology:
⇒ To be able to recognize chest X-ray features of
TB, PCP, LIP and pneumonia in HIV positive
adults and children.
Course Organization, Background and Teaching Methods
Each course runs over two weeks in Cape Town, South Africa. The first week is dedicated to theoretical (lecturebased) teaching. The second week largely comprises a primary clinic with clinic training provided by close
mentorship from experienced clinicians. Some more advanced theoretical inputs at the end of each day.
The practical training will take place at MSF’s integrated HIV/TB clinic in Khayelitsha township (Ubuntu clinic).
Khayelitsha is one of MSF’s oldest ARV programs, having started in 1999, and has over 10,000 patients on ARVs,
and a strong clinical team.
45
HIV & TB Clinical Training: Advanced Level (South Africa)
Dates
Location
Duration
Language
Group maximum
Approximate cost
Course Organizer
08/04 – 26/04, 26/08 -13/09,28/10 – 15/11
2 weeks
English
Target Group
MSF expat or national clinical staff with HIV experience (more than 6 months), including doctors, clinical
officers, physician assistants, etc. presently or planning to be actively involved in HIV clinical care.
Pre-requisite
English fluency essential (level B2)
General Objective
To be able to diagnose and comprehensively manage complex HIV and TB patients using current
evidence-based medicine within a resource limited MSF context.
Learning Objective
Opportunistic infections (including TB)
⇒ To be able to diagnose and manage:
- Smear negative TB
- Drug resistant TB
- Complications of combined HIV & TB treatment
- Non tuberculous mycobacteria (MAC etc.)
- Advanced Kaposis sarcoma
- Cryptococcal meningitis and it’s complications
Systems HIV disease
⇒ To be able to manage common HIV clinical
presentations in:
- Neurology (Space occupying lesions,
meningitis, leg weakness)
- Respiratory (PCP, Bacterial pneumonia)
- Hepatology (Hepatits B, drug induced
Hepatitis)
- Gastroenterology (chronic diarrhoea)
- Nephrology (HIVAN)
- Haematology (Anaemia, lymphoma)
- Dermatology
- Opthalmology (CMV retinitis)
Antiretroviral therapy (ART)
⇒ To be able to:
- Recognize and manage serious ART toxicities
(especially d4T and Nevirapine related)
- Recognize and manage Immune reconstitution
inflammatory syndrome (IRIS)
- Tailor a salvage regimen based on principles of
drug resistance
- Manage complex adherence issues
Pediatrics
⇒ To be able to:
- Diagnose and treat TB in an HIV+ child
- Manage acute pneumonia in HIV+ child
- Appropriately assess when to initiate ART in a
child
- Manage adherence challenges in paeds ART
Radiology
⇒ To be able to recognize chest X-ray features of
TB, PCP, LIP, KS and pneumonia in HIV
positive adults and children.
Each course runs over two weeks in Cape Town, South Africa. Two groups of 4 trainees each will overlap for a
central lecture week, with a practical week before for the first group, and afterwards for the second group.
The practical training will take place between an integrated HIV/TB clinic in Khayelitsha township (Ubuntu clinic), a
nearby secondary level referral hospital (GF Jooste), and the Red Cross childrens Hospital. Khayelitsha is one of
MSF’s oldest ARV programs, having started in 1999, and has over 10.000 patients on ARV’s, and a strong clinical
team. GF Jooste is the referral hospital for patients from the worst HIV and TB affected areas in Cape Town. They
have developed a strong Infectious Disease Unit who manage complex referral cases. Red Cross hospital is a
specialist paediatric hospital also with a strong infectious disease unit.
Limiting the practical weeks to four participants each allows for excellent hands-on learning in the clinic and
hospitals and close mentorship by experienced clinicians. This includes taking part in three consultant infectious
disease ward rounds.
46
The lecture week happens in the GF Jooste auditorium and will cover the core theory for the course. Teaching is
shared between local MSF doctors and a number of local infectious disease consultants and Paediatricians. The
teaching style will be clinical case orientated with as much group participation as possible. A highly experienced
Radiologist gives some practical chest X-ray interpretation teaching.
47
HIV Programmatic Course
Dates
Location
Duration
Language
Group maximum
Deadline to apply
Course Organizer
12/03 – 23/03
2 weeks
English
Applications have to be sent 3 months at the latest prior to the start of the course
The successful coordination, integration and implementation of HIV programs requires a high-level
understanding of context (global and regional) as well as disease specifics. Program leaders and managers are
challenged in both aspects due to the rapidly changing context, and the advent of new innovations.
This 10 day course will aim to set the global HIV scene in terms of politics, funding, advocacy and new
innovations; and combine it with practical strategic and management tools which will aid in planning, developing
and implementing these strategies.
Target Group
The ideal participant will currently be or will soon be, in charge of management, coordination and supervision
of HIV projects;
or
Those in management positions (HOM, Medco, FieldCo) involved with HIV activities integrated into MSF
projects
Pre-requisite
• English proficiency is essential
• MSF International and National staff
An interactive 10 day course which will focus on lectures, case-discussions, site visits and project presentations.
Modules included:
• HIV and ARV (basic science, cost)
• Project needs assessment
• Integration of HIV into district health system
• Scaling up decentralization
• Strategies for access, retention and long term
adherence
• Community based models for organizing HIV
prevention and treatment
• Handing over of HIV components
•
•
•
•
•
•
•
•
Planning
Drugs supply
Laboratory (Routine and POC monitoring)
TB and DRTB
PMTCT programmatic
Training and Mentoring
Monitoring and Evaluation (incl. supervision
and Quality Control)
Advocacy, Donors, Actors, Activism
48
Laboratory Supervisor Training
Dates / Organizer
Location
Duration
Language
Maximum Group
Course Organizer
23/09 – 01/10 Vienna – Austria/MSF Austria
Greece, Athens, SOMA Unit
8 days
English or French
15 participants from all OCs
Pascale Chaillet, [email protected]
Target group
-
Laboratory technicians before or on their first mission
2nd mission lab technicians who want to exchange experiences and reinforce their skills in laboratory
management in a humanitarian aid project context.
National Staff Lab Supervisors and Lab Technicians assuming responsibilities.
Open to international and national staff
General Objective
The workshop aims to promote skills in laboratory management and the most common technical issues of a
laboratory in a humanitarian aid project context.
Specific Objective
By the end of the course the participants will be familiar with
- The specificities of MSF laboratory set ups
- Laboratory management
- The most common technical issues
- Quality assurance
Course contents
1. Laboratory management
- Management general
- Role and tasks of a Lab supervisor
- Quality assurance (standard operational procedures,
checklists, quality control)
- Stock management and ordering
- HR management (job descriptions, supervision,
training, evaluation)
- Safety & hygiene
- Data collection
- Lab design and facilities
3. Malaria
- Basics on disease and transmission
- Lab diagnosis of malaria (malaria smear, rapid tests),
with a focus on how to avoid common errors
5. Blood transfusion
- MSF policy and challenges of management a blood
transfusion activities in MSF
- Blood donation process (blood grouping, donor
selection/screening, cross matching, quality control)
7. Outbreak preparedness
2. HIV/AIDS
- HIV & AIDS general introduction
- HIV testing and testing algorithms (rapid
tests, introduction to CD4 counting methods
and viral load)
- Opportunistic infections & biochemistry
(liver/kidney function)
4. Tuberculosis
- Pathophysiology
- Lab diagnosis of TB (smear microscopy,
culture techniques, GeneXpert, Hain test)
6. Practical exercises
- Exercises on management issues
(job descriptions, ordering, standard
operational procedures, checklists, etc.)
- Exercises with microscopes
8. Experience exchange
Teaching Methods
The course will build on examples & experiences from the field.
Teaching methods: Lectures, case studies, demonstrations, laboratory practical work, videos, group work,
discussions
49
Responding to Epidemics
Dates
Location
Duration
Language
Group maximum
12/03 – 16/03
Paris
5 days
English
Target Group
Doctors or nurses with basic knowledge of epidemiology and at least one experience in an epidemic context.
Priority to capital coordinators, emergency coordinators and national deputy coordinators.
Second line of recruitment: Field coordinators with at least two missions in this position.
Objective
To improve the quality of field interventions in regards to outbreak control by informing participants about
recent data and future perspectives and giving them the necessary operational tools to be alert and
reactive towards potentially epidemic diseases.
Sub-objectives
Pathologies involved are: Meningitis, diarrhoeal diseases,
haemorrhagic fevers, influenza, malaria and measles.
⇒
⇒
By the end of the course, the participants will be able to:
⇒ Carry out an outbreak investigation
⇒ Explain the objectives of the investigation
⇒ Describe and implement the different steps of an
outbreak investigation
⇒ Detect an outbreak
⇒ Describe an epidemic
⇒ Analyse collected data and interpret them
⇒ Use the adequate laboratory tools
⇒ Define necessary strategies and organise
effective management of epidemics
⇒ Define and discuss vaccination strategies
regarding meningitis and measles epidemics
⇒
⇒
⇒
⇒
⇒
⇒
⇒
Describe and discuss medical care measures
(meningitis, malaria, cholera…)
Discuss preventive measures to implement in
case of haemorrhagic fevers
Discuss
strategies
regarding
influenza
epidemics detection
Carry out a vaccination effectiveness evaluation
Follow-up and evaluate medical care measures
Communicate about the situation:
Write up a summary of the evaluation or of the
investigation
Write up a final report of the activities
Formulate recommendations for public health
decision making
Teaching Methods
Interactive lectures, group dynamic techniques, case studies, laboratory equipment demonstrations,
videos, discussions, presentation of reports and current articles.
50
Responding to Epidemics
Dates
Lieu
Durée
Langue
Groupe maximum
02/12 - 06/12
Paris
5 jours
Français
24 participants au total ; 7 participants OCB
Public cible
Médecins ou infirmiers/ères ayant des connaissances de base en épidémiologie et au moins une expérience
dans le cadre d'une épidémie.
Priorité aux coordinateurs de capitale et coordinateurs d’urgence ainsi qu’aux adjoints nationaux des
coordinateurs médicaux.
Ouvert en deuxième intention aux coordinateurs de terrain (RT)
Objectifs & contenu
Objectif général
Améliorer la qualité des interventions sur le terrain dans la lutte contre les épidémies en donnant aux participants
les informations (données actuelles et perspectives d’avenir) et les outils leur permettant d’être attentifs (en alerte)
et réactifs face à des maladies à potentiel épidémique.
Sous-objectifs
Les pathologies abordées sont les suivantes :
Méningite, maladies diarrhéiques,
fièvres hémorragiques, grippe, rougeole.
A l’issue de la formation, les participants seront
capables de :
⇒ Réaliser une investigation d’épidémie
⇒ Expliquer les objectifs de l’investigation
⇒ Décrire et mettre en application les étapes d’une
investigation d’épidémie
⇒ Détecter un épisode épidémique
⇒ Décrire une épidémie
⇒ Analyser et interpréter les données de
surveillance
⇒ Utiliser les moyens de laboratoire appropriés
⇒ Définir et mettre en place les stratégies de prise
en charge et de contrôle des épidémies
⇒ Définir et discuter les stratégies de vaccination en
cas d’épidémie de méningite et de rougeole
⇒ Décrire et discuter les mesures de prise en charge
curative (méningite, choléra…).
⇒ Discuter les précautions à prendre en cas de
fièvres hémorragiques
⇒ Discuter les stratégies de détection des épidémies
de grippe
⇒ Réaliser une évaluation de l’efficacité vaccinale
⇒ Surveiller et évaluer la prise en charge curative
⇒ Communiquer sur la situation
⇒ Rédiger une synthèse de l’évaluation ou de
l’investigation
⇒ Rédiger le rapport d’activités final
⇒ Formuler les recommandations nécessaires
Méthodes pédagogiques
Présentations interactives, études de cas, techniques de dynamique de groupe, démonstrations,
projections de films, présentations de rapports et d'articles actuels de référence, discussions.
51
Populations in Precarious Situation (PSP)
Dates
Location
Duration
Language
Group maximum
Approximate cost
17/02 – 2/03 (Holland), 15/09 – 28/09 (France))
Holland & France
12 days
English
38-40 participants in total; 10 OCB participants in Holland and 9 in Paris
6.000 EUR per person (without transport costs)
Target Group
Priority to expatriate medical staff who are or could become field coordinators and national deputy
coordinators (field or capital coordination).
Second line of recruitment: Medical Coordinators and Heads of Mission.
Pre-requisite
• Between 12 and 20 months of MSF experience in at least two different types of programs, at least
one of which was an emergency.
Objectives
• Train participants to respond to medical humanitarian emergency situations in an appropriate way and
in accordance with MSF policies.
Sub-objectives
General Skills
• Evaluate the needs of a given population (medical and essential: Watsan, shelter, food, security).
• Define intervention strategies adapted to health problems, to the context, to the population and to
MSF objectives and policies.
• Plan the implementation of program activities. - Ensure follow up of a population’s health status.
• Ensure program monitoring and re-orientation according to context evolution.
Specific Skills by Module
1) Epidemiology
- Assess the situation of a population in an emergency
context (rapid health assessment).
- Define, implement and use epidemiological
surveillance systems.
- Organize and participate in a survey by sampling.
- Discuss the validity of the data available in the field.
- Use epidemiological data for decision making.
2) Nutrition
- Assess the food and nutritional situation of a
population.
- Plan an intervention addressing identified needs.
- Implement nutritional programs in emergency
situations.
- Monitor and evaluate a nutritional program.
3) Vaccination
- Assess the situation.
- Discuss the place of measles vaccination during an
emergency situation.
- Plan and set-up a vaccination campaign.
- Monitor vaccination activities.
- Ensure the continuity of vaccination activities.
4) Water, Hygiene and Sanitation
- Explain the importance and the routes of
transmission of the diseases related to Watsan.
- Define the place of Watsan in MSF interventions.
- Interpret the results of an initial assessment from a
Watsan perspective.
- Collaborate in the definition of Watsan strategies.
- Support the implementation of Watsan activities.
- Participate in the monitoring and adjustment of
Watsan strategies/activities taking into account the
medical/environmental indicators.
5) Emergencies
- Identify the priority problems and constraints
imposed by the context .
- Define immediate, short- and medium-term response
strategies.
- Plan the implementation of emergency programs.
- Adapt data-gathering tools to the specific context.
- Negotiate an operational plan with various partners.
- Discuss the appropriateness of MSF taking a
position and the communication methods involved
Teaching Methods
Lectures, discussions/debates, case studies, demonstrations, workshops, outdoor exercises, videos, group work.
52
International MSF Surgical Workshop
Dates
Location
Duration
Language
Group maximum
Training Organizer:
Medical Training
Officer:
18/09 – 21/9
Dusseldorf, Germany
5 days
English
5 places for OCB
OCB GAS Unit
Target Group
• Junior and senior MSF Surgeons
• Open to national and international staff
Pre-requisites
Surgeons with limited experience in external fixation, lower limp flaps / reconstructive + burn surgery, hand
surgery, craniotomy and vascular surgery
General Objective
To deepen the knowledge and practical expertise in external fixation, bone trauma management, craniotomy,
vascular and reconstructive surgery
Course contents
This course is a hands-on workshop in trauma surgery with practical training sessions on dead bodies.
Theoretical part
Practical part
External fixation
• External fixation - history, advantages, indications,
pitfalls, practical aspects in the field
• external fixation lower + upper limp
• Hand surgery - treatment of tendon and nerve
• amputations
lesions of the hand
• Neurosurgery - craniotomy, when, why and where to Hand surgery
do?
• flexor and extensor tendon sutures
• Reconstructive surgery - general aspects in
• nerve sutures
precarious situations, skin grafts, flaps lower limp,
essentials of burn treatment
Neurosurgery
• Vascular surgery – surgical approach of vascular
• Craniotomy
lesions (indications and procedures)
Reconstructive surgery
• Amputation - where and why
• skin grafts
• MSF and surgery
• Flaps lower + upper extremities
• Procedures in burn trauma
Vascular Surgery
• Repair of traumatic vascular lesions
• Thorax drainage
53
Family Planning and Post Abortion Care
Dates
Location
Duration
Language
Group maximum
Training organizer:
To be Confirmed
RAISE Initiative / Marie Stopes International (MSI) Eastleigh training centre,
Nairobi, Kenya
2 weeks
English
3 places for OCB
Eva DE PLECKER, [email protected]
Target Group
MSF midwives, medical doctors and nurses working in reproductive health projects where there is a plan to
expand family planning and abortion care services
-
Pre-requisites
National or expatriate staff of MSF
Priority will be given to medics in direct clinical practice in missions
Participants must be fluent in English
Note: This course includes performing newly acquired skills, under supervision, in a clinical setting with actual
patients. Cases encountered in the clinical setting are women seeking safe abortion care (termination of
pregnancy). Participants should be willing to provide this care in order to benefit fully from the clinical
component.
The Kenya medical board or nursing council must give approval for each participant before they can do this
clinical part of the course. Following selection, participants will be asked to complete an extra application form
(for the appropriate board) and submit copies of their diploma/certificate and job profile, and nurses/midwives
should submit a photo.
General Objective
Participants will gain knowledge and skills in provision of family planning methods and proper management of
post-abortion complications in resource-limited settings, in order to increase the scope and quality of these
aspects of reproductive health care in their projects
Course contents
The course is a collaborative training between MSF and RAISE / MSI and will focus on safe- and postabortion care and long-acting reversible contraceptive methods. It will include 3.5 days of theory and practice
with mannequins in a classroom setting, and 6.5 days of supervised use of newly acquired skills during direct
patient care in a clinical setting. The specific skills to be built include medical abortion protocol and manual
vacuum aspiration and insertion technique for intrauterine device and contraceptive implant. By the end of the
course, participants should experience a sufficient number of cases – under the supervision of the clinical
supervisor – that they achieve competency to perform these skills independently in their projects.
54
Formation Malaria
Dates
Lieu
Durée
Langue
Groupe maximum
Training organizer:
A confirmer
A confirmer
5 jours
Français
25 participants, 5 OCB
Jorgen Stassijns : [email protected]
Martin De Smet : [email protected]
Public Cible
La formation s’adresse au staff international ou national MSF qui travaille dans un projet en Afrique
francophone avec un focus sur le paludisme, ou dans un projet où le paludisme représente une
proportion signifiante des malades soignées.
La priorité sera donné au staff qui est dans un poste de formateur ou de superviseur de prestataires de
soins.
Objectif s et Contenus
Objectif général
La formation a comme objectif principal l’optimalisation de la gestion du paludisme dans les projets MSF. Les
participants seront familiarisés avec la dernière politique MSF ainsi que les stratégies et recommandations
mises à jour concernant la gestion de la malaria.
Après la formation, les participants devront être capable d‘offrir les meilleurs soins de paludisme aux malades.
Une bonne compréhension des raisons pour lesquelles certains choix techniques et stratégiques ont été faits,
permettra aux participants de mieux jouer le rôle de superviseur ou formateur des prestataires de soin, ainsi
que d’avoir une meilleure interaction avec les autres acteurs dans le domaine du paludisme.
Contenu du cours
1. La stratégie diagnostique
• une bonne connaissance et compréhension de la politique et stratégies MSF en matière de diagnostic
• une connaissance des tests de diagnostic rapide (TDR): types de tests, l’utilisation et interprétation
correcte, les outils de formation et de supervision,
• une compréhension des points forts et faibles de la microscopie et les TDR
• une connaissance des stratégies de contrôle de qualité
• une capacité de construire et/ou adapter des arbres décisionnels
• des compétences qui permettent en général
• nouvelles strategies diagnostiques
2 . Le traitement du paludisme simple et sévère
• la politique et les stratégies mises à jour en matière de traitement
• une connaissance des options possibles, la place des traitements différents
• les enjeux concernant la qualité des médicaments
• pouvoir situer la pertinence des études d’efficacité
• les bonne pratiques en matière de traitement de paludisme sévère, y compris le traitement de préréférence et le traitement d’appui
• les nouveaux traitements
• le traitement des espèces autres que Pf
3. La gestion du paludisme chez des groupes cibles spécifique
• Paludisme et grossesse: prévention, traitement
• Paludisme néonatal et chez le nourrisson
• Paludisme chez les malades atteints de VIH ou TB
• Paludisme et malnutrition
4. Le contrôle de vecteurs et la gestion des épidémies
• clarifier stratégie opérationnelle et la méthodologie afin d’avoir une bonne couverture et utilisation des LN
(moustiquaires imprégnés d’insecticides – de longue durée)
• partager des expériences en contrôle de vecteurs
• partager des modèles et expériences de promotion de santé
• situer la place de la pulvérisation en cas d’épidémie :
• familiariser les participants aux principes de détection et d’intervention en cas d’épidémie
5. Chimioprevention saissoniere du Paludisme (CPS, SMC)
55
Présentation du SMC comme nouvelle stratégie de control du Paludisme
• Définition et indications
• Expérience MSF au Mali et Tchad
• Possibilité de modifications dans la stratégie
6. Différents aspects de gestion de paludisme
• L’adhérence au traitement
o illustration pertinence d’évaluer l’adhérence exemples études
o définition de messages
o organisation pratique de dispensions de médicaments
• La gestion de cas au niveau communautaire
o expériences
o indications
• Le traitement préventif intermittent
• Promotion de santé
o recommandations actuelles
7. Synthèse – conclusions - évaluation
• Synthèse et conclusions pour les propres projets
• Revue critique du protocole dans sa mission (protocole MSF et national)
• Evaluation de la formation
Les candidatures seront validés par le comité de suivi de cette formation, afin de s’assurer du niveau adéquat et
une bonne répartition sur des diverses missions.
Pour plus d’information adressez vous à votre référent paludisme
56
57
3. Logistics Courses
/
Formations logistiques
58
Introduction to Log Trainings for the 2013 MSF-OCB Training Brochure
The Strategy for Logistics Training 2013 and the Espace Bruno Corbé project document are available on request
from the MSFOCB Logistics Training Officer: [email protected]
The most important axe of the log training strategy is that the PPD Log Week (PPDL) and Basic Logistics Course
(BLoC) are mandatory for all national and international staff, across all log profiles, in their first 12 months with
MSF (or in the case of national staff in their first 12 months in a senior position such as assistant/deputy field log
assistant/deputy LogCo). This is in order to maintain polyvalence emergency response capacity among all log
profiles.
st
• The PPDL is delivered to Expats before leaving for their 1 mission at the Espace Bruno Corbé (EBC) MSFOCB Training and Innovation Centre in Brussels. The PPDL is delivered to senior national staff as
on-the-job training by their Field Log / LogCo, and will be reinforced in 2013 by E-Learning.
• The BLoC is delivered to both national and international staff at the EBC in Brussels.
nd
The 2 axe of the log training strategy is to promote the role of the Field Log / LogCo as a trainer. The scheduled
international trainings listed in this brochure should be complemented not only by on-the-job training, but also by
regular, formal, small scale training sessions in the field. For example, you could dedicate one afternoon per
month to training, then define:
• a theme, for example: WatSan
• a target population, for example: log techs
• learning outcomes, for example: at the end of the session, participants will be able to perform batch
chlorination
• method, for example: 30 minutes theory followed by 1 hour practical demonstration
If you need help organising and delivering trainings then the ‘Little Training Course Preparation Guide’ – on the
OOPS key - is most useful. The Log Training Officer is also available to support these initiatives so please don’t
hesitate to Email.
Logistics trainings are divided into 4 levels across 3 axes:
• Level 1: Novice. The logistician is capable of managing one or more logistics activities under the
guidance and close supervision of his direct logistics supervisor. He is capable of maintaining an already
established logistics organization according to the existing procedures on a small scale projects outside
an emergency context. (1st departure as Expat / 1st post as Senior National staff Dep. Field Log / Dep.
CoTL)
•
Level 2: Confirmed. The logistician is able to manage all the activities at the level of a project of small to
medium size. On the basis of performance indicators, he provides a critical review of logistical
organization, proposes improvements to his direct logistics supervisor and puts them into practice. He is
capable of providing basic support to emergency programs. (6 – 12 months field experience as Expat /
Senior National staff)
•
Level 3: Coordinator. The logistician provides a strategic logistical vision and ensures availability of the
technical means to achieve the objectives targeted by this strategy, regardless of the size and type of
program. He/she is capable of coordinating several programs at once while providing them with support
that allows them a certain degree of autonomy. He/she is able to draft documents that will serve as a
reference for the programs concerned (policy, guideline, memorandum, manual, etc.). (2 years field
experience as Expat or Senior National staff = (Future) LogCo / Technician)
•
Level 4: Expert. The logistician is qualified in his area of competence and has – over time – acquired
experience in humanitarian logistics. This expertise – whether developed internally in MSF or not – is
used by all the missions to evaluate the technical quality of logistics activities in a program or mission,
provide training in the area concerned, develop documents and technical reference tools, and conduct
research and development projects. 3+ years of field experience = Log Cell / Technical Referent
•
Axe 1: General Log Training: Covering several log families across Support and Program logistics
•
Axe 2: Operational Context Training: Covering the logistics for a particular type of program: e.g.
Nutrition, Vaccination, Hospital Management. These trainings are run together with the Medics
•
Axe 3: Vertical Log Training: Covering logistics for all types of program in one particular log family: e.g.
Supply, ICT, Mechanics, Energy, Construction, etc.
For each of the log trainings listed in this brochure, we have indicated the level and the axe.
59
Introduction aux Formations Log pour la Brochure Formations de l’OCB
2013
La Stratégie de Formations logistique 2013 et le descriptif de projet pour l’Espace Bruno Corbé sont disponibles
sur demande auprès du responsable des formations logistiques de MSFOCB - [email protected]
L’axe fondamental de la stratégie de formation logistique est que la Semaine Log PPD (PPDL) et le BLoC (Basic
Logistics Course) sont obligatoires pour tout le personnel national et international, pour tous les profils, dans les
12 mois suivant leur entrée à MSF (ou, dans le cas du personnel national, dans les 12 mois suivant leur entrée
dans une position de responsabilité, comme log adjoint ou CoTL adjoint). Ceci permet d’entretenir chez tous les
profils log la capacité de polyvalence nécessaire pour répondre aux urgences.
•
Le PPDL est donné aux Expats avant leur départ en première mission à l’Espace Bruno Corbé (EBC) Centre de formation et d’innovation MSFOCB à Bruxelles. Le PPDL est donné au personnel national en poste de
responsabilité sous la forme de formation en continue sur lieu de travail délivrée par le Log Manager/CoTL, et
sera renforcé en 2013 par du e-learning.
•
Le BLoC est donné au personnel national comme international à l’EBC à Bruxelles.
Le deuxième axe de la stratégie de formation log est de promouvoir le rôle du Log Manager/ CoTL comme
formateur. Les formations internationales programmées qui sont reprises dans cette brochure devraient être
complétées non seulement par une formation en continue sur le lieu de travail mais aussi par des petites séances
de formation formelle régulières sur le terrain. Par exemple, vous pourriez consacrer une après-midi par mois à
des formations, puis définir :
•
Un thème, par exemple : WatSan
•
Un groupe-cible, par exemple : les log techs
•
Un résultat d’apprentissage, par exemple : à la fin de la session, les participants seront capable de faire
une chlorination
•
Une méthode, par exemple : 30 minutes de théorie suivies par une heure de démonstration pratique
Si vous avez besoin d’aide pour organiser et donner ces formations, le ‘Petit guide de préparation d’un formation’
(sur la clé OOPS) est très utile. Le Responsable formations Log est aussi disponible pour donner son soutien à
ces initiatives; donc n’hésitez pas à le contacter par email.
Les formations logistiques se répartissent entre 4 niveaux, selon 3 axes :
•
Niveau 1 : Novice. Le logisticien est capable de gérer une ou plusieurs activités logistiques, sous la
direction et supervision de son responsable logistique direct. Il est capable d’entretenir une organisation logistique
déjà en place, en accord avec les procédures existantes, sur un petit projet hors contexte d’urgence (1er départ
er
comme Expat/ 1 poste de responsabilité pour staff national- Log adjoint ou CoTL adjoint)
•
Niveau 2 : Confirmé. Le logisticien est capable de gérer toutes les activités d’un projet de petite à
moyenne taille. Sur la base d’indicateurs de performance, il effectue une revue critique de l’organisation
logistique, propose des améliorations à son responsable logistique direct et les met en pratique. Il est en mesure
d’apporter un soutien basique à des programmes d’urgence (expérience de terrain de 6-12 mois comme Expat/
Staff national à un poste de responsabilité)
•
Niveau 3 : Coordinateur. Le logisticien apporte une vision stratégique de la logistique et s’assure que les
moyens techniques pour atteindre les objectifs de cette stratégie soient disponibles, quels que soient la taille et le
type de programme. Il/elle est capable de coordonner plusieurs programmes en même temps, et de leur donner
un soutien qui leur permette de fonctionner avec un certain degré d’autonomie. Il/elle est capable de rédiger des
documents qui feront référence pour les programmes concernés (politique, directives, mémorandum, manuel,
etc...) (2 ans d’expérience de terrain comme Expat ou Staff national = (Futur) CoTL/Technicien)
•
Niveau 4 : Expert. Le logisticien est qualifié dans son domaine de compétence et a acquis, au fil du
temps, une expérience en logistique humanitaire. Cette expertise (qu’elle ait été développée en interne chez MSF
ou non) est utilisée par toutes les missions pour évaluer la qualité technique des activités logistiques dans un
programme ou une mission, fournir des formations dans le domaine concerné, développer des documents et des
outils techniques de référence, et mener des projets de recherche et développement. 3 ans et plus d’expérience
de terrain = Log de cellule/Référent technique.
•
Axe 1 : Formations générales logistiques : Couvrent plusieurs familles log, dans le cadre de la
logistique de support et de programme.
60
•
Axe 2 : Formations opérationnelles de contexte : Couvrent l’aspect logistique d’un type particulier de
programme, p.ex. Nutrition, Vaccination, Gestion d’hôpital. Ces formations sont organisées conjointement avec
les Médicaux.
•
Axe 3 : Formations logistiques verticales : Couvrent les aspects logistiques pour tous types de
programme pour une famille log spécifique : p. ex. Supply, ICT, Mécanique, Energie, Construction, etc.
Pour chacune des formations log reprises dans cette brochure, nous avons indiqué le niveau et l’axe.
61
Basic Logistics Courses (BLoC)
Dates
Location
Duration
Language
Group maximum
Approximate cost
Training referent:
18/02 - 01/03 (English), 08/04/ - 19/04 (English), 03/06/2013 - 14/06/2013 (English), 30/09 11/10 (English) , 02/12 - 03/12 (French)
EBC, Brussels
2 weeks (11 training days)
Language: English / French
15 OCB participants, 15 OCB participants, 18 OCB participants 14 OCB participants,; 15
OCB participants (French)
1000€ per person (without transport costs)
Robin VINCENT-SMITH, Logistics Training Officer
[email protected]
Target Group – This course is mandatory for:
National staff with logistics profile in their 1st year in a senior position (Dep. Field Log / Dep. LogCo).
Expats with logistics, watsan, supply or technical profile in the 1st year of their career with MSF.
Pre-requisites
• PPDL (or an equivalent training in the field).
• 6 – 12 months of field experience in a senior position.
• Level B2 of English – see the definition of ‘B2’ in the application form.
General Objective
The BLoC is a level 2, general training. It is designed to complete the ‘Socle’ or ‘Base’ of a logisticians’
education within MSF. Upon completion, logisticians should be autonomous. They should be able to manage
logistical activities in a small to medium sized project. They should be able to provide basic support during
emergencies.
Specific Objectives
⇒ Logistics will be split up into different competencies which will be treated one-by-one bearing in mind the
general objective as stated above:
o
o
o
o
o
o
o
• Technical Competencies Linked to Support Logistics
Supply
o Information Technology & Telecommunications
Equipment management
o Office management and team life
Vehicle fleet management (including mechanics)
o Energy and Cold Chain
Air operations
• Technical Competencies Linked to Program Logistics
Hospital
logistics
(Biomedical
equipment, o Support to displaced populations (Non-food item
Construction/Rehabilitation etc.))
distribution, Shelter etc)
Water, Hygiene and Sanitation
o Responding to epidemics and other infectious
Food logistics (large scale distribution for nutrition
diseases (Vaccination, Cholera, Hemorrhagic
programs)
Fever, HIV/TB)
•
Technical Competencies Linked to Safety and Security
o Individual protection
o Protection of transport
o Protection of buildings
o Security of information and data
o Handling dangerous products
o Security of the environment
Teaching Methods
Presentations, practical exercises, demonstrations, case studies.
62
Basic Logistics Courses (BLoC)
Dates
Lieu
Durée
Langue
Groupe maximum
Cout approximatif
Référent de formation :
18/02 - 01/03 (anglais), 08/04/ - 19/04 (anglais), 03/06/2013 - 14/06/2013 (anglais),
30/09 - 11/10 (anglais) , 02/12 - 03/12 (Français)
EBC, Bruxelles
2 semaines (11 jours de formation)
Anglais / français
15 OCB participants, 15 OCB participants, 18 OCB participants 14 OCB
participants,; 15 OCB participants (français)
1000€ par personne (hors coût de transport)
[email protected]
Public cible – Cette formation est obligatoire pour :
Staff national avec un profil logistique dans leur 1ère année et occupant une position ‘senior’ (Dep. Field Log /
Dep. CoTL).
Expats avec profil logistique, watsan, appro ou technique dans la 1ère année de leur carrière avec MSF.
Pré-requis
• PPDL (ou l’équivalent sur le terrain)
• 6 – 12 mois d’expérience terrain dans un poste senior.
• Niveau B2 de français – voir la définition de ‘B2’ dans le formulaire de candidature
Objectifs & contenu
Objectif général
⇒ Le BLoC est une formation générale de niveau 2. Elle est conçue pour compléter le ‘socle’ de la formation
d’un log chez MSF. Après avoir complété le socle, le logisticien devrait être autonome. Le logisticien doit
être capable de gérer l’ensemble des activités au niveau d’un projet de petite à moyenne taille. Il devrait
également être capable de donner un support de base à des programmes d’urgence.
⇒ La logistique sera divisée en différentes compétences de base reprises ci-dessous une par une, tout en
gardant à l’esprit l’objectif général décrit ci-dessus :
o
o
o
o
• Compétences techniques liées à la logistique de support
Approvisionnement
o Informatique
&
télécommunication
Gestion des équipements
Télécommunication)
Gestion de parc véhicules (Mécanique, Gestion de o Gestion des bureaux et du bien–être
parc véhicules)
o Electricité et Chaîne du Froid
Opérations aériennes
•
Compétences techniques liées à la logistique de programme
o
o
Logistique
hospitalière
Construction/réhabilitation)
Eau, Hygiène et Assainissement
Logistique alimentaire (Distribution)
o
o
o
• Compétences techniques liées à la sécurité
Protection individuelle
o
Protection des bâtiments
o
Gestion de produits dangereux
o
o
(IT,
(Biomédicale,
o
o
Appui aux populations déplacées / sans abris
(Abris)
Réponse aux épidémies et autres maladies
infectieuses
(Vaccination,
Choléra,
Fièvre
Hémorragique, VIH/TB)
Protection des déplacements
Sécurité de l’information et des données
Environnement et sécurité
Présentations, exercices pratiques, démonstrations, cas d’études.
63
Logistics Management Course (LMC)
Dates
Location
Duration
Language
Group maximum
Approximate cost
Training referent:
12/03 – 23/03
14/10 – 25/10
The Netherlands
11 days
English
Robin VINCENT-SMITH, Logistics Training Officer,
[email protected]
Target Group
Recently appointed and potential future Logistics Coordinators and Deputy Logistics coordinators and supply
Coordinators.
Pre-requisites
• Minimum 12 months of MSF field experience
• Need to develop managerial skills
• If not yet a Logistics Coordinator (or deputy):
o Willingness to make a career move to a logistic management position
o Willingness to apply for or accept bigger and more complicated logistic assignments for MSF
• Level B2 of English – see the definition of ‘B2’ in the application form
General Objective
The LMC is a level 3, general logistics course. The objective is to contribute to a more effective and efficient
realization of MSF interventions and targets the role of logistic management specifically. The course program
aims to:
• Enhance skills and knowledge for the full involvement of logistic staff in the Country Management
Team of a medical-humanitarian organization;
• Provide management tools and methods to increase the quality of technical and logistic operations;
• Initiate and organize a way of working that can be evaluated and handed over to successors and that
enables a structural approach of logistical/technical field support by the coordination.
•
•
•
•
•
•
Specific Objectives
To improve competencies in the following areas:
Project planning and implementation
Logistics model and the purpose of logistics
Logistics supply management
Logistics administration
Human Resources Management (HRM)
Monitoring, evaluation and logistic reporting
•
•
•
•
•
Transport management
Security
Communications
Information and communication technology
Proximity in practice
Teaching Methods
Presentations, practical exercises, demonstrations, cases studies
64
Vehicle Fleet Management
Dates
Location
Duration
Language
Group maximum
Approximate cost
Training referent:
09/09 – 20/09
Kampala, Uganda (hosted by OCG)
11 days
English
[email protected]
Target Group
Fleet Managers (national staff or expats).
Logisticians (national staff or expats) who are responsible for a large fleet of vehicles where no fleet manager
is present.
Pre-requisites
• 6 months in the field with MSF as a Fleet Manager / logistician responsible for Fleet Management.
General Objective
The Fleet Management Course is a level 3, vertical training. At the end of the course, the participants
should be capable of evaluating, developing and managing a fleet of vehicles, including the hardware,
software, structures, human and financial resources.
Specific Objectives
At the end of the course, participants will be able to:
• Teach the principles of preventive maintenance: How to plan it? What are the common problems
encountered when carrying it out?
• Teach staff how to carry out a daily and weekly check;
• Explain how to adapt the maintenance program of a fleet of vehicles to a specific context;
• List the elements that we consider when deciding whether to outsource maintenance or not;
• Design and equip a mechanical workshop and its associated spare parts & fuel stocks;
• Evaluate the competencies of Drivers, Mechanics & Spare Part Store Keepers;
• Teach how to use the standard MSF Fleet Management tools (Maintenance & Fuel log book, job
card/work sheet, stock card, etc.) HARDWARE;
• Teach how to use and analyse the standard MSF Fleet Management tools (vehicle follow-up sheet,
spare part order sheet, project order sheet, etc.) SOFTWARE;
• Teach the administration processes that should be implemented in a workshop;
• Teach the importance of good quality fuel, lubricants, spare parts and tyres and the related security
and financial implications;
• Teach the MSF standards of driving (vehicle preparation, when to use 4 x 4, defensive driving, driver
attitude, etc.);
• Teach vehicle recovery (use of Hi-lift jack & hand-winch);
• Produce a spare part order using the MSF Toyota Order Sheet;
• Teach spare part & fuel stock management using stock cards;
Teaching Methods
Lectures and case studies, practical demonstrations and exercises
65
Gestion de Parc Véhicules
Dates
Lieu
Langue
Groupe maximum
Coût approximatif
Référent de formation :
11/03 – 22/03
Kinshasa, Congo
Français
10 participants au total; 5 participants OCB
2000 EUR per person (sans le coût de transport)
[email protected]
Public cible
Fleet Managers (staff National ou expat).
Logisticiens (staff national ou expat) qui sont responsables d’un parc automobile important où il n’y a pas de
Fleet Manager.
Pré-requis
• 6 mois d’expérience terrain avec MSF comme Fleet Manager / logisticien responsable de la gestion
du parc automobile.
• Niveau B2 de français – voir la définition de ‘B2’ dans le formulaire de candidature.
Objectifs & contenu
Objectif général
La formation Vehicle Fleet Management est une formation verticale de niveau 3. A la fin du cours, les
participants devraient être capables d’évaluer, de développer et de gérer un parc automobile, y compris le
hardware, le software et les structures ainsi que les ressources humaines et financières.
A la fin de la formation, les participants seront capables de :
• Enseigner les principes de maintenance préventive : Comment la planifier ? Quels sont les problèmes
les plus fréquents ?
• Enseigner comment effectuer des contrôles hebdomadaires et journaliers
• Expliquer comment adapter le programme de maintenance d’un parc automobile à un contexte
spécifique
• Lister les éléments à prendre en considération quand on prend ou non la décision de sous-traiter la
maintenance
• Organiser et équiper un atelier mécanique et ses stocks de pièces détachées et de carburant
• Evaluer les compétences des chauffeurs, des mécaniciens et des gestionnaires des stocks de pièces
détachées
• Enseigner l’utilisation des outils standard MSF en matière de gestion de parc véhicules (Carnet de
bord maintenance et carburant, job card/fiche de travail, fiche de stock, etc.) HARDWARE
• Enseigner l’utilisation et l’analyse des outils standard MSF en gestion de parc automobile (suivi
véhicules sous fichier excel, fiche de commande de pièces détachées, etc.) SOFTWARE
• Enseigner les procédures administratives à implémenter dans l’organisation d’un garage
• Enseigner l’importance de carburant, de lubrifiants, de pièces détachées et pneumatiques de bonne
qualité et les aspects de sécurité et financiers qui y sont liés
• Enseigner les standards MSF en matière de conduite (préparation des véhicules, quand utiliser 4 x 4,
la conduite défensive, l’attitude du chauffeur, etc.)
• Enseigner que faire en cas d’embourbement du véhicule (l’utilisation du Hi-lift jack, tire-fort, etc.)
• Produire une commande de pièces détachées en utilisant une fiche de commande Toyota MSF
• Enseigner comment gérer le carburant et les pièces détachées en utilisant des fiches de stock
Cours magistral et cas d’étude, démonstrations pratiques et exercices
66
Formation Perfectionnement Mécanique et Gestion de Garage
Dates
Lieu
Langue
Groupe
maximum
Référent de
formation :
10/06 – 21/06
Kinshasa, Congo
Français
[email protected]
Public cible
Mécaniciens expérimentés (expatrié ou staff national) ayant une formation (institutionnelle ou autodidacte) qui
souhaitent développer leurs connaissances et leur pratique du suivi et de l'entretien des véhicules MSF. Cette
formation n'a pas pour but de former des mécaniciens en tant que tels mais de donner aux participants les
éléments leur permettant de superviser le travail de mécaniciens locaux.
-
Pré-requis
6 mois d’expérience terrain avec MSF comme mécanicien / responsable de garage
Niveau B2 de français – voir la définition de ‘B2’ dans le formulaire de candidature
Objectifs & contenu
Objectif général
A la fin de la formation, les participants seront capables de mettre en place une gestion d’atelier dans un
environnement MSF et d'évaluer l'état technique des véhicules utilisés dans la mission.
1.
-
Liste des modules :
Gestion technique garage
Assurer le fonctionnement d’un parc véhicules
Gestion du carburant
Gestion des stocks
Commandes
2.
-
Expertise technique
Alimentation
Distribution
Refroidissement
Lubrification
Transmission
Direction
Suspensions
Freins
Circuit électrique
Pneumatiques
Carrosserie
4x4 et franchissement
Moteurs Hors Bord
Pompes et générateurs standards à MSF
Sécurité
- Cours magistral et cas d’étude
- Démonstrations pratiques et exercices
67
Work Placement in the Intersection Garage in Kampala
Dates
Location
Duration
Language
Group maximum
Deadline to apply
Approximate cost
Note
Training Referent
To be arranged at the convenience of the garage in Kampala either:
o between 5th June & 15th October or
th
th
o between 5 December and 15 April
MSF Intersection Workshop in Kampala
14 days (11 working days – the garage is open on Saturday morning)
English
2
Applications have to be sent 3 months at the latest prior to the start of the work
placement
$1,201 USD per person excluding flights
Important note: Trainees will have to pay course fees in cash or arrange for a
transfer on site because there is no MSFOCB section in Kampala.
In addition to the standard MSF-OCB application form, an updated CV and current
Job description is also required
[email protected]
Target Group
National staff and expat Mechanics
Pre-requisites
• Minimum 1 year as a Mechanic for MSF
General Objectives
• To build on technical mechanical skills
• To build on fuel & spare part management skills
Specific Objectives
By the end of the work placement, the participants will be able to:
• Perform A, B & C Services and other major mechanical works (the work carried out in Kampala will
depend on what comes into the garage)
• Take responsibility for fuel and spare part management
Teaching methods
Practical exercises, one-on-one coaching
68
Stage Mécanique au Garage MSF-OCB à Kinshasa
Dates
Lieu
Durée
Langue
Groupe maximum
Date limite pour
postuler
Note
Référent de formation
A organiser selon la disponibilité de la mission et seulement pendant les mois de :
janvier, février, avril, mai, juillet et novembre
Garage MSF-OCB à Kinshasa (le logement sera assuré dans une des maisons
MSF à Kinshasa)
14 jours (10 jours ouvrables)
Français
2
Candidatures à envoyer 3 mois au plus tard avant le début du stage
Merci de joindre votre CV et votre description de poste mise à jour au formulaire de
candidature
[email protected]
Public cible
Mécaniciens nationaux et expatriés
Pré-requis
• Minimum 1 année comme mécanicien chez MSF
Objectifs & Contenu
Objectif général
• Améliorer les compétences techniques mécaniques
• Améliorer les compétences en gestion de pièces détachées et du carburant
A la fin du stage, les participants seront capables de :
• Effectuer des services standard MSF ‘A’, ‘B’, et ‘C’ et autres travaux mécaniques majeurs (le travail
effectué à Kinshasa dépendra du programme du garage)
• Assumer la responsabilité de la gestion des pièces détachées et du carburant dans la mission
Travail pratique, coaching individuel
69
LogistiX & Supply Course
Dates
Location
Duration
Language
Group maximum
Approximate cost
Training referent:
04/02 - 14/02 (English), 08/04 - 18/04 (English), 20/05 - 30/05 (French), 26/08 - 05/09
(English), 23/09 - 03/10 (English), 02/12 - 12/12 (French)
Abidjan, Ivory Coast
10 days
English / French
15 participants: 10 OCB
[email protected]
Target Group: Mandatory for all staff working as supply officers
Supply Officers
1st mission Supply Managers
Stock Officers assuming the backup of Supply Officers
Stock Officers responsible for managing medical stocks using LogistiX (Lx)
Pre-requisites
• Medium level IT skills
• Knowledge of the use of Network (workgroup) and Excel software
General Objective
The Logistix and Supply Course is a level 2 vertical course. At the end of the course, the participants
should understand the full process of orders and the stock management using Lx. The participants should
be able to use Lx to extract data for supply analysis and management.
Specific Objectives
By the end of the course, the participants should be able to use Lx software correctly and be able to
update the database in real time using a configuration that matches the reality. They should be able to
generate pertinent and helpful data for supply management. The participants should have a sound
knowledge on supply procedures.
Overview of Modules
• Delivery documents & closure
• Downloading from FTP
• Exercise on the order process from the
field
• Codification
• Lx update & configuration
• Lx documents & use
• Routing & definition of sources
• Order lists & Oder sheets
•
•
•
•
•
•
•
•
Methodology of orders & confirmations
Physical reception of cargo and in Lx
Use of stocks in Lx and reception
Stock management with parameters and
alarms
Exercise on stock management
Data extraction and trend
Exercise on stock replenishment
Inventory
Teaching Methods
Presentations, practical exercises, demonstrations, cases studies
70
LogistiX & Supply Course
Dates
Lieu
Durée
Langue
Groupe
maximum
Coût
approximatif
Référent de
formation :
04/02 - 14/02 (anglais), 08/04 - 18/04 ( anglais ), 20/05 - 30/05 (français), 26/08 05/09 (anglais), 23/09 - 03/10 (anglais), 02/12 - 12/12 (français)
Abidjan, Ivory Coast
10 jours
Anglais / français (TBC)
15 participants au total; 10 OCB participants
1.500 EUR par personne (sans le coût de transport)
[email protected]
Public cible: Obligatoire pour tous les supply officer
Supply Officers
1re mission Supply Managers
Stock Officers qui font le back-up des Supply Officers
Stock Officers responsables de la gestion du stock médical avec LogistiX (Lx)
Pré-requis
• Niveau moyen IT
• Connaissance de l’utilisation d’un réseau informatique et Excel
Objectifs & contenu
•
•
•
•
•
•
•
•
Objectif général
La formation LogistiX & Supply Course est une formation verticale de niveau 2. A la fin de la formation,
les participants devraient comprendre le processus complet de la gestion des commandes et des stocks
avec Lx. Les participants devraient être capables d’extraire des données pour analyse.
A la fin de la formation, les participants devraient être capables d’utiliser Lx correctement et de mettre à
jour la base de données en temps réel en utilisant une configuration qui représente la réalité. Ils devraient
être capables de générer des données pertinentes et utiles pour la gestion de l’appro. Les participants
devraient avoir une bonne connaissance des procédures appro.
Modules
Documents de livraison et clôture
Download du FTP
Exercice sur la procédure de commande du
terrain
Codification
Mise à jour de Lx et configuration
Les documents de Lx et leur utilisation
Routing de la définition des sources
Order lists et Order sheets
•
•
•
•
•
•
•
•
Méthodologie des commandes et confirmations
Réception physique d’un cargo et dans Lx
L’utilisation des stocks en Lx et réception
Gestion de stock avec paramètres et alarmes
Exercice sur la gestion de stock
Extraction des données et tendances
Exercice sur le réapprovisionnement des stocks
Inventaires
Présentations, exercices, démonstrations et cas d’étude.
71
Isystock Course
Dates
Location
Duration
Language
Group maximum
Approximate cost
Training referent:
18/02 – 22/02 (English), 21/10 – 25/10 (French)
Abidjan, Ivory coast
5 days
English / French (see above)
10 participants in total; all OCB
Robin VINCENT-SMITH, Logistics Training Officer,
[email protected]
Target Group
Medical Coordinators, Medical Focal Points, pharmacists, nurses in charge of pharmacy management.
Supply managers in charge of pharmacy management.
Pre-requisites
• Medium level IT skills.
• Basic knowledge of pharmacy management.
General Objective
Isystock is a data management tool used for medical stock management. It is the 2nd choice of tool for
medical stock management in central medical stocks (after LogistiX) and is recommended for use in
hospitals / large health centres. The training aims to providing sufficient knowledge to be able to install,
define proper parameters, enter data, use tables and statistics, and proceed to data base analysis. At the
same time, the training is a good opportunity to review key elements in stock management and follow-up
Specific Objectives
⇒ The training is divided into several modules, each covering a specific problem. Each module starts with a
PowerPoint presentation on the functions of the tool, then continues with practical exercises:
• Presentation of Isystock
• Documents
• Introduction
• Reports and tools
• Set-up of parameters
• Use in Co-ordination
• Set-up of articles and lists
• Pivot tables
• Data entering
• Statistics and Key Performance Indicators
(KPIs)
• Data entering KIT
Teaching Methods
Presentations, practical exercises, demonstrations, cases studies.
72
Formation Isystock
Dates
Lieu
Durée
Langue
Groupe maximum
Coût approximatif
Référent formation :
18/02 – 22/02 (anglais) ,21/10 – 25/10 (français)
Abidjan, Côte d’Ivoire
5 jours
Anglais / français (voir ci-dessus)
10 participants au total; tous OCB
1.500 EUR par personne (without transport costs)
[email protected]
Public cible
Coordinateurs Médicaux, Points Focaux Médicaux, pharmaciens, infirmier(es) en charge de la gestion des
pharmacies
Supply Manager(es) en charge de la gestion des pharmacies
Pré-requis
• Niveau moyen IT
• Des connaissances en gestion pharmacies
• Niveau B2 de français – voir la définition de ‘B2’ dans le Formulaire de Candidature
Objectifs & contenu
Objectif général
La formation Isystock est une formation vertical de niveau 2. Isystock est un outil de gestion de données
utilisé dans la gestion des stocks médicaux. C’est l’outil de seconde option pour la gestion des stocks
centraux médicaux (après LogistiX). Il est recommandé pour la gestion des stocks médicaux dans les
hôpitaux/grands centres de santé. Le but de la formation est d’inculquer aux participants suffisamment de
connaissance du système pour pouvoir l’installer et le paramétrer, saisir des données, utiliser les tableaux
et statistiques et analyser la base de données. Cette formation fournit l’occasion de rafraichir sa
connaissance d’éléments de base relatifs à la gestion et au suivi des stocks.
⇒ La formation est divisée en plusieurs modules couvrant chacun une problématique particulière. Chaque
module commence avec une présentation PowerPoint sur les fonctions de l’outil et continue avec des
exercices pratiques:
• Introduction à l’Isystock
• Documents
• Installation de l’Isystock
• Rapports et outils
• Paramétrage des unités
• Coordination de tableaux croisés
dynamiques
• Paramétrage des articles et listes
• Statistiques et Key Performance Indicators
• Saisie des données
(KPIs)
• Saisie des données KIT
Présentations, exercices, démonstrations et cas d’étude
73
Medical Supply and Stock Management at Project Level
Dates
Location
Language
Group maximum
Approximate cost
Training referent:
07/10 – 12/10
To be confirmed
English
[email protected]
Target Group
Staff responsible for medical supply and stock management at project level
Pre-requisites
• 6 – 12 months of field experience in a medical supply and stock management position at project level
General Objective
The Medical Supply and Stock Management at Project Level Course is a level 2, vertical training. It is
designed to consolidate field experience and ensure that the candidates have the correct knowledge, tools and
information to manage medical supplies and stocks at project level.
Module overview
• Main stock management
• End user unit management
• Stock related tools
• Quality procurement
• Regulated drugs – Dangerous Items –
Food
• Batch recall – expired drugs
• EPREP
• Human resources
• Dispensing practices
•
•
•
•
•
•
•
•
•
Mixed Supply
Cold Chain
Stock Follow-up and analysis
Catalogues – Guidelines
Software – LogistiX / Isystock
International Order
Supervision
Communication flow
Activity planning
Teaching Methods
Presentations, practical exercises, cases studies.
74
Supply Managers Course (SMC)
Dates
Location
Duration
Language
Approximate Cost
Group maximum
Training referent:
04/03 – 15/03
EBC, Brussels
10 days
English
1000€ per person (transport not included)
[email protected]
Target Group Mandatory for all supply managers
Current (or future) Supply Managers (expats or national staff)
LogCos with a supply profile
Pre-requisites
•
•
As soon as possible after accepting the role as a supply manager
Level B2 of English – see the definition of ‘B2’ in the application form
General Objective
The Supply Manager Course is a level 3 vertical course. It aims to enhance skills and knowledge allowing
the Supply Manager to assume responsibility for the supply chain of the entire mission. It aims to provide
the management and technical tools necessary for this.
Modules
• Supply Manager’s role and responsibilities
• HR management
• Communication flows
• Warehouse management
• Procurement
• Transport
• Customs
• Tools, Lx
Teaching Methods
Lectures and case studies, Workshops in small groups,Practical exercises on computer, Debates
75
Dates / Organizer
Location
Duration
Language
Approximate Cost
Training referent:
any time / Course run by the Logistics Learning Alliance
Distance learning Espace Bruno Corbé, Brussels, Belgium
1 ½ years – approximately 5 hours per week
English / distance e-learning
£1,470 (1860€) per person (transport not included)
[email protected]
Target Group
National and international logistics and supply staff at project level
Pre-requisites
• Minimum 24 months MSF Experience in diverse contexts
The CHL is a level 2, general course
Objectives
• Build fundamental skills in core logistics functions including warehouse and inventory management,
procurement, transport, fleet management, and import/export
• Delop an understanding of overall humanitarian supply chain, how the pieces fit together to support
humanitarian aid
• Learn to lead response efforts, assessing situations and prioritizing activities, and understanding the
implications of those choices
Content
- Unit 1: Humanitarian Supply Chain: Situations and places where humanitarian aid is required; Objectives
and activities of humanitarian actors; The role of logistics and supply chain management within the
humanitarian aid; Preparing and improving humanitarian supply chains; Supporting beneficiary service
programs
- Unit 2: Warehousing and Inventory: The function of warehouse and inventory management; Setting up a
warehouse; Managing warehouse operations; Provision and care of warehouse operations; Managing
inventory
- Unit 3: Procurement: The function of procurement and the procurement process; Sourcing of goods and
services; Progress monitoring and control; Monitoring supplier performance; Managing risk associated
with procurement
- Unit 4: Transport: International and local movements; Different modes of transport available and their
respective characteristics; Role of third parties and third party transport providers; The nature of transport
movements; Goods nature of goods to be moved; Planning and scheduling of movements
- Unit 5: Fleet Management: Topics covered: The function of fleet management; Fleet management
systems and procedures; Planning a fleet to meet program needs; Processes for selecting suitable
vehicles, equipment and facilities; Procedures for repair and maintenance and the value of preventative
maintenance systems; Systems for measuring and monitoring performance of the fleet; Recruitment,
selection and management of drivers; Management of non-vehicle assets
- Unit 6: Import/Export and International Commerce Practices: The role of customs and customs
procedures; Requirements of international trade and commerce; Documentation used when importing
and exporting; Incoterms; Management of risks associated with importing and exporting; Methods of
payment in international commerce and how to reduce associated risk
- Unit 7: Managing a Humanitarian Supply Chain Response: Examining an emerging situation; Managing
flows of goods and personnel into the disaster zone; Prioritizing activities; Implications of the operating
environment; Financial impact of activities; Managing teams; Coordinating with partner organizations;
Bringing everything together
Teaching Methods
-
-
Distance learning – This course is 100% distance learning; Students receive and submit tasks to their
individual coaches via e-mail
Competence model approach – Students must demonstrate acquired skills through completion of
assigned tasks
Scenario-based – Students are inserted into a reality-based scenario, in which they have to advise on
and manage logistics functions
76
Dates
Lieu
Durée
Langue
Coût approximatif
Référent formation :
Commencer à tout moment / Formation organisée par Logistics Learning Alliance
Études par correspondance
1 ½ ans – approximativement 5 heures par semaine
Français / e-learning
£1,470 (1860€) par personne (transport non-inclus)
[email protected]
Public cible
Staff national et international avec un profil logistique
Les personnes inter-actant dans le domaine de la logistique, où une compréhension approfondie de
l'approvisionnement et de la logistique facilitera leurs tâches
Pré-requis
• 24 mois d’expérience terrain
Objectifs & contenu
Objectif
⇒ Construire compétences fondamentales de la logistique et de la compréhension des opérations de la
chaîne approvisionnement humanitaire
Contenu
-
Unité 1: Chaîne D’Approvisionnement Humanitaire
Unité 2: Entreposage et Inventaire
Unité 3: Approvisionnement
Unité 4: Transport
Unité 5: Gestion de la Flotte
Unité 6: Pratique du Commerce International et de L’Import/Export
Unité 7: Gestion de la Réponse d’une Chaîne D’Approvisionnement Humanitaire
-
Approche basée sur le modèle de compétence - Les étudiants doivent prouver leurs compétences
acquises par l’accomplissement de tâches assignées
Scénario basé – Le candidat (ou l’étudiant) est inséré dans un scénario basé sur la réalité dans laquel il
doit conseiller et contrôller les fonctions de logistique
Études par correspondance – Les travaux des étudiants sont dirigés par leurs professeurs respectifs par
e-mail
77
Certification in Humanitarian Supply Chain Management (CHSCM) –
Dates / Organizer
Location
Duration
Language
Approximate Cost
Training referent:
2 years – approximately 10 hours per week
English / distance e-learning
£2000 (~€2484) per person (transport not included)
[email protected]
Target Group
CHSCM is aimed at humanitarian logisticians who are operating at a coordination level and are engaged in
planning, resourcing and managing the supply chain and implementing supply chain strategy. Typically,
candidates hold positions such as Logistics Coordinator and Supply Manager.
Pre-requisites
• While there are no set prerequisites, candidates are required to have experience as well as
knowledge in humanitarian logistics and operations. A quick checklist (available at
www.fritzinstitute.org) confirms candidates’ suitability prior to enrollment. In some cases, candidates
may be recommended to take Certification in Humanitarian Logistics (CHL) first; however, CHL
alone does not provide sufficient qualification to take CHSCM.
• Minimum 24 months MSF Experience in diverse contexts and the (potential) capacity to assume a
coordination role
The CHSCM is a level 3, general course
Objectives
• Build essential planning skills supporting a comprehensive process that meets program needs,
adheres to standards and policies, and identifies required resources for implementation
• Learn to effectively track, manage and report on performance, supporting continuous improvement
and keeping all relevant stakeholders informed
• Lead teams and manage relationships required for successful implementation of the supply chain
activities and delivery of the defined objectives
Content
- Pre-Reading: Supply Chain Structures: Supply chain concepts; Decoupling points; Supply chain
processes; Supply chain types; Performance management; Supply chain alignment
-
-
UNIT 1: Supply Chain Planning
- Assessment of the program requirements and global supply chain strategy;
- Interpretation and application of organizational policies and standards in relation to the assessed
program requirements and global supply chain strategy;
- Design of the supply chain and network infrastructure required to support activity, including end-toend planning of activities;
- Identification of type and level of resources required for operation, including monitoring and control,
and understanding and development of essential relationships
UNIT 2: Supply Chain Coordination and Operation
- Monitoring and measuring performance, including the types of information needed and methods for
collection
- Reporting of performance information to stakeholders both internally and externally
- Improvement of supply chain performance through effective problem solving and developing action
plans that resolve problems and restore effective and efficient operations
- Project management, in particular for special situations such as transitions and withdrawals
- Leading, managing, advising, and supporting people involved in the delivery of the supply chain
activities
Teaching Methods
-
-
Competence model approach – Students must demonstrate acquired skills through assigned tasks
78
Certification in Humanitarian Medical Logistics Practices (MedLog) –
Dates / Organizer
Location
Duration
Language
Approximate Cost
Training referent:
6 months – approximately 5 hours per week
English / e-learning
£800 (~€993) per person (transport not included)
[email protected]
Target Group
Experienced logisticians handling medical supply chain issues
Medics / pharmacists handling medical supply chain issues
Pre-requisites
•
Less experienced logisticians may be recommended to take the Certification in Humanitarian
Logistics (CHL) program first.
•
Minimum 24 months MSF Experience in diverse contexts
The MedLog Course is a level 3, vertical course
Objectives
⇒ Upon completion, logisticians will be able to: Plan and operate the medical supply chain with more
confidence in knowledge of the special technical and quality assurance requirements of the medical
supply chain- Advise medical program planners on items’ supply chain and quality assurance
requirements - Make informed responses and get the information needed sooner, when medical
program colleagues request support
⇒ Upon completion, medics / pharmacists will be able to: Plan medical programs with an understanding
of what logistics can and cannot do, and the logistics implications of medical programs - Handle the
medical supply while following the supply chain and quality assurance requirements of the medical items
- Make requests of logistics colleagues that are more informed and specific to ensure the medical supply
is properly handled and quality assurance is maintained
Content
- Unit 1: Humanitarian Medical Supply Chains: Topics Covered: Humanitarian medical aid; The scope of
supply chains in humanitarian medical aid; Product characteristics that have supply chain
implications; Supply chain characteristics, barriers and constraints; Supply chain information and
documentation; Maintaining supply chain flow
- Unit 2: Procurement: The function of procurement; The procurement process; Procurement characteristics
that have supply chain implications
- Unit 3: Storage: The role of storage in medical supply chains; Requirements for storing medical items; The
role of inventory
- Unit 4: Transport: Topics Covered: The role of transport in medical supply chains; Requirements for
transporting and handling medical items; Using transport providers
- Unit 5: Disposal: Topics Covered: The importance of disposal; The disposal process; Disposal methods;
Consequences of improper or non-disposal of waste
Teaching Methods
-
Competence model approach – Students must demonstrate acquired skills through assigned tasks
79
Information Communication Technology Course (ICT)
Dates
Location
Duration
Language
Group maximum
Training referent:
18/02 – 01/03
Bujumbura, Burundi
10 days
English and French
15 participants in total ; all OCB
[email protected]
Target population
This course is mandatory for all MSF staff (national/international) responsible for Information Technology
and/or Telecommunications, even if they have already followed it before (the content changes each year)
There is space on the course for 2 logistics coordinators
Pre-requisites
Objectives & content
•
•
•
•
•
•
•
•
General objective
The ICT training is a level 3, vertical training. At the end of the training, the participants should be able to
install and manage IT and Telecommunications networks within the MSF environment and to evaluate the
technical state of material used in the mission
List of Modules
The three ‘S’ (Standardization, Security, System of
Back-up)
Maintenance and troubleshooting of MSF standard
computers, radios and satellite telephones
The choice of an internet provider
Installation and maintenance of an IT network
Configuration of a firewall
Data management and protection
Email management
Installation and use of a small server (Central
PC/Nestor)
•
•
•
•
•
•
•
•
•
Local Telecoms legislation
Frequencies and wavelength calculation
Installation and tuning of antennas
Reading and interpreting a Standing Wave Ration
meter
Programming standard MSF HF & VHF radios
Data transmission via HF – Wavemail
Satellite transmission and the dangers of
microwaves
New technologies and MSF standards
Training of Trainers
Teaching Methods
80
Formation Information Communication Technologie (ICT)
Dates
Lieu
Durée
Langue
Groupe maximum
Référent de
formation :
18/02 – 01/03
Bujumbura, Burundi
10 jours
français et anglais
15 participants au total ; tous OCB
[email protected]
Public cible
MSF staff (national ou expatrié) responsable de l’informatique et/ou de la télécommunication + 2 place pour un
CoTL
-
Pré-requis
Niveau B2 de français – voir la définition de ‘B2’ dans le formulaire de candidature
Objectifs & contenu
Objectif général
La formation Information Communication Technologie est une formation verticale de niveau 3. A la fin de
la formation, les participants seront capables de mettre en place et de gérer un réseau informatique et de
télécommunication dans un environnement MSF et d'évaluer l'état technique du matériel utilisé dans la
mission.
⇒
⇒
⇒
⇒
⇒
⇒
⇒
A la fin de la formation, les participants seront capables de gérer un parc IT et de télécommunication
selon les standards MSF-OCB, y compris l’installation et la gestion des données :
Maintenance d’un parc d’ordinateurs, de radios et de téléphones satellite
Maintenance d’un réseau
Formation des utilisateurs
Configuration d’un firewall
Installation et utilisation d’un serveur de petite taille (Central PC / Nestor)
Sécuriser des données et des communications
Nouvelles technologies et standards MSF-OCB
-
Liste des modules IT (la liste des modules télécoms n’a pas encore été définie)
Les 3 ‘S’ (Standardisation, sécurité, system de back-up)
Gestion d’e-mail
Choix d’un fournisseur internet
Installation d’un réseau informatique
Le rôle d’un firewall
Gestion des données
Formation des formateurs
-
Cours magistral et cas d’étude
Démonstrations pratiques et exercices
81
Advanced Energy Course
Dates
Location
Language
Group maximum
Approximate cost
Référent de
formation:
02/05 – 11/05
Kampala, Uganda
English
[email protected]
Target Group
Electricians (national staff or expats) who install / repair electrical installations with their own hands as a full
time occupation for MSF
Log Techs (national staff or expats) who install / repair electrical installations with their own hands as a part
time occupation for MSF (the rest of their time being spent on other technical families such as
telecommunications)
Pre-requisites
• Professional experience as an electrician or 6 months in the field with MSF as an Electrician / Log
Tech responsible for energy
•
•
•
•
•
•
•
•
•
•
•
•
•
General Objective
The Advanced Energy Course is a level 3, vertical training. The objective is to outline MSF standards and
procedures in terms of energy management in relation to:
1. Protection of people
2. Protection of devices
3. Continuity of service
Overview of Modules
Safe working practices
Voltage and current theory and measurement
MSF Standards in safety, unsafe situations and
how to measure them
Installing safety devices: Earthing systems, GFCI,
Fuses
Voltage drop and current rating
Wiring cross section, colour code, connections
KVA & KW – calculating generator capacity
Single-phase to three-phase for generators
Trouble shooting generators
Installing change-over power source switches
Fuel consumption and life expectancy of generators
Local grid and it’s protection
AVR and MPU varistors
•
•
•
•
•
•
•
•
•
•
Distribution boxes and fuse rating
Electrical diagrams
Alternating current and direct current
Calculating and reducing energy demand (AC and
DC)
Battery systems
Uninterrupted Power Supply, on and offline
Calculating backup systems
Power supply to oxygen concentrators and
laboratories
Air Conditioning
Soft and hard starters
Teaching methods
Lectures and case studies, Workshops in small groups
82
Advanced Energy Course
Dates
Lieux
Langue
Groupe maximum
Coût approximatif
Training referent :
26/09 – 05/10
Kampala, Uganda
Français
10 participants au total; 2 OCB participants
2000 EUR par personne (sans les coûts de transport)
[email protected]
Public Cible
Electriciens (staff national ou expatriés) qui installent/réparent manuellement des installations électriques
comme occupation principale chez MSF
Log Techs (staff national ou expatriés) qui installent/ réparent manuellement des installations électriques
comme activités à temps partiel pour MSF (le reste de leur temps étant dédié à d’autre catégories techniques
telles que les télécommunications)
Pré-requis
• Expérience professionnelle en tant qu’électricien ou 6 mois sur le terrain avec MSF en tant
qu’électricien / Log Tech responsable énergie
• Niveau B2 de français (voir la définition de B2 dans le formulaire d’application
Objectifs & Contenu
•
•
•
•
•
•
•
•
•
•
•
Objectif Général
L’advanced Energy Course est une formation verticale de niveau 3. L’objectif est de souligner les
standards et les procédures MSF en terme de gestion d’énergie en lien avec:
1. La protection des personnes
2. Le protection du matériel
3. La continuité du service
Liste des Modules
Sécurité des méthodes de travail
Théorie et mesure du voltage et du courant
Standards MSF en matière de situation de sécurité/
insécurité et comment les mesurer
Installer du matériel de sécurité : système de terre,
GFCI et fusibles
Chute de voltage et échelle de courant
Cablage en croix, code couleur et connections
KVA & KW – calculer la capacité des générateurs
Générateurs tri-phasés et à une seule phase
Générateur défectueux
Installation d’interrupteur de changement de source
d’énergie
Consommation de carburant et espérance de vie
d’un générateur
•
•
•
•
•
•
•
•
•
•
•
•
Réseau local et sa protection
Varistors AVR et MPU
Boitiers de distribution et tableaux de fusible
Diagrammes électriques
Courant alternant et courant direct
Calculer et réduire la demande énergétique (AC et
DC)
Systèmes de batterie
Système d’approvisionnement énergétique
ininterrompu, en ligne et hors ligne
Système de backup
Alimentation des concentrateurs d’oxygène et des
laboratoires
Air conditionné
Démarreurs mous et durs
Lectures, cas d’études, exercices en groupes
83
Dates
Location
Group maximum
Training referent:
13/05 – 17/05 (French)
21/10 – 25/10 (English)
EBC, Brussels
[email protected]
Target Group
MSF National staff technicians who have the responsibility for Biomedical equipment management and
maintenance in their job description
st
MSF Expat Biomedical technicians leaving for their 1 mission with MSF
Pre-requisites
Priority will be given to candidates that have the following background:
• The applicant has the responsibility for management and maintenance of biomedical equipment in
their job description
• The applicant is able to plan ahead by the use of the tool that are provided; preferably knowing excel,
but reading/writing/planning out of a binder in English/French would be enough.
• The applicant has minimum 6 months experience with MSF in the position of a technician or an
electrician, strongly related to biomedical equipment.
• The applicant has a minimum level ‘B2’ of English or French
• The applicant has the support of their hierarchical and technical supervisors, not only to attend the
training, but to be provided the correct means (work space, tools, spare parts, extra human resources
if necessary, supervision) in order to carry out their job upon returning from the training
General Objective
Candidates will be able to:
• explain the functional principles and use of standard MSF biomedical equipments.
• manage project biomedical equipment, including maintenance planning, record-keeping and stock
management.
• perform preventive maintenance, basic repairs and fault-finding, on the equipment mentioned in the
course contents
• Candidates will know when to request support from the biomed referent at HQ or the supply centre,
service from an external company or more specialization.
Course Content
• Maintenance Policy and documents Electricity OT (grounding, safety and protection)
• Support to users (med);
• How to train/coach, presentation
• Basic maintenance of:
o O2-Concentrator
o Electrical Surgical Unit
o Monnal D2
o Defibrilator
o Surgical Aspirator
o Pulse-oximeters
o Suction Pump (Atmos and Twinpump)
o Hygiene
o Lamps
o Dermatome
o Multiparameter Monitor
o Doppler
Teaching Methods
84
Dates
Lieu
Groupe
maximum
Réferent de
formation :
13/05 – 17/05 (français)
21/10 – 25/10 (anglais)
EBC, Bruxelles
[email protected]
Groupe Cible
Les techniciens (Staff Nat) MSF qui sont responsables de la gestion et de la maintenance de l’équipement
biomédical dans leur description de fonction
Techniciens Biomédicaux MSF (Expat) qui partent pour leur première mission avec MSF
Pré-requis
La priorité sera donnée aux candidats avec le profil suivant:
• Le candidat a la responsabilité de la gestion et de la maintenance de l’équipement biomédical dans
sa description de fonction
• Le candidat est capable de planifier à l’avance en utilisant les outils qui sont à sa disposition
• Une connaissance d’excel est préférable, mais savoir lire/écrire/planifier depuis un binder en
anglais/français est suffisant
• Le candidat a minimum 6 mois d’expérience sur le terrain avec MSF au poste de technicien ou
électricien , en lien avec l’équipement biomédical
• Le candidat a au minimum un niveau B2 en anglais ou français
• Le candidat a le soutien de sa hiérarchie et de ses superviseurs techniques, pas seulement pour
participer à la formation mais également pour acquérir les compétences et les moyens appropriés
(espace de travail, outils, pièces de rechange, ressources autre qu’humaine si nécessaire,
supervision), pour accomplir son travail une fois de retour sur le terrain.
Objectifs & Contenu
Objectif général
Les candidats seront capables de :
• Expliquer les fonctions principales et utiliser l’équipement biomédical MSF standard
• Gérer l’équipement biomédical du projet, y compris la tenue des registres, et la gestion du stock
• Réaliser la maintenance préventive, les réparations de base et identifier les défauts des équipements
mentionnés dans le contenu du cours
• Les candidats sauront quand demander de l’aide au référent biomédical du QG ou au centre de
supply, ou à une compagnie externe ou plus spécialisée
Contenu du cours
• Politique de maintenance et documents Electricité OT (mise à la terre, sécurité et protection)
• Support aux utilisateurs (médicaux)
• Comment former/coacher les utilisateurs, présentation
• Maintenance de base de :
o Concentrateur d’oxygène
o Unité de chirurgie électrique
o D2 Monnal
o Défibrillateur
o Aspirateur chirurgical
o Oximètres par impulsions
o Pompe à succion (atmos ou twinpump)
o Hygiène
o Lampes
o Dermatome
o Moniteur à paramètres multiples
o Dopller
Présentations, exercices pratiques, démonstration, cas d’études
85
Water, Engineering & Dev. Centre - WEDC 1
Dates
Location
Duration
Language
Group maximum
Training referent:
08/04 – 19/04
02/09 – 13/09
Loughborough, UK
11 days
English
[email protected]
Target Group
Field logisticians (national staff or expat) who are/will be involved with WHS implementation and/or are going
to work as a Watsan
Logistic Coordinators
Pre-requisites
• 12 months in the field with MSF
General Objective
The WEDC 1 course is a level 2 vertical course. It aims to strengthen the knowledge and skills of watsan
and logistics staff in the field in order to be able to identify, plan, implement and monitor WHS-related
actions in health care projects.
Course Objectives
• To increase the participants’ knowledge and skills in planning, implementation, supervision and
monitoring of WHS in MSF supported health structures.
• To increase participants’ understanding of how to ensure that these facilities comply with the
‘Essential Water & Sanitation Requirements in Health Structures’.
• To increase participants’ awareness of the WHS requirements of affected populations in the
surrounding environment of the health structures and when to seek expert assistance.
Course Content
• The relationship between WHS and health with specific emphasis on WHS related diseases.
• The main elements of a water supply system appropriate to MSF settings; sources, quantity & quality,
treatment and distribution. Practical sessions with water quality assessment and treatment kits, pumps
and hand pumps.
• The main elements of environmental sanitation appropriate to MSF settings; disposal of excreta,
waste water, medical waste and vector control. Practical sessions on latrine slab construction, hand pump
maintenance and insecticide spraying.
• The role and key principles of hygiene promotion, infection control and hygiene procedures in health
structures.
• Key WHS actions to implement in a cholera outbreak.
Teaching Methods
Lectures and case studies, Hands-on practical workshops in small groups
86
Dates
Location
Duration
Language
Group maximum
Training referent:
17/06 – 28/06 (French)
02/09 – 13/09 (English)
EBC, Brussels
11 days
English / French
[email protected]
Target Group
Field logisticians and “watsans” (expat and national staff) with responsibilities in emergency WHS response
Pre-requisites – Applicants must have completed:
• For the Log profiles: Basic Logistics Course – BloC (or it’s equivalent: TLB, LOT, TLC), and WEDC 1
Course or 1 year in the field with MSF with responsibilities in emergency WHS response
• For Watsan profiles: a master degree in a Watsan related subject.
General Objective
The WHS course is a level 3 vertical course. At the end of the WHS, the participants should understand
the importance of WHS within a medical organisation like MSF and should be able to practically
implement the various emergency WHS techniques used within MSF, and to adapt them to the needs of a
given environment.
Specific Objectives
• The aim of this hands-on course is to ensure “first aid” WHS competence on the field amongst
logisticians and “watsans”.
• At the end of the hands-on course, the participants will be able to use emergency WHS assessment
techniques and know how to use the MSF emergency WHS equipment and techniques as per Public
Health Technician.
Course Modules
• WHS assessment techniques & tools
• Topographical survey
• Water supply
• Water sources & intakes
• Water analysis
• Pumps: installation, operation &
maintenance (motor pumps, hand pumps
& electrical pumps)
• Groundwater: making, cleaning &
disinfecting wells and appropriate tools,
pumping test, jetting
• Surface water: water treatment (analyses,
assisted sedimentation, WTU, disinfection,
household water treatment)
• Emergency water distribution
•
•
•
•
•
•
•
•
•
•
Pipe installations: PE, PVC, GI
Site preparation
Excreta disposal
Waste water
Solid waste (refuse)
Medical waste
Vector Control Techniques & Material used
on the field
o Insecticide Residual Spraying
o Fogging
Dead bodies
Health promotion
Diseases: Cholera, Ebola, Marburg
Teaching Methods
Lectures and case studies, Hands-on practical workshops in small groups, Various evening sessions,
WHS related movies
87
Dates
Lieu
Durée
Langue
Groupe maximum
Référent de
formation :
17/06 – 28/06 (français)
02/09 – 13/09 (anglais)
EBC , Bruxelles
11 jours
Anglais / français
[email protected]
Population cible
Logisticiens du terrain et ‘watsans’ (national ou expatrié) avec responsabilités en réponse WHS pendant les
urgences
Pré-requis – Les candidats doivent avoir accompli :
• Pour les profiles Log : Basic Logistics Course – BloC (ou l’équivalent: TLB, LOT, TLC) et WEDC 1 ou
1 année sur le terrain avec MSF dans un poste à responsabilités Watsan
• Pour les profils Watsan : un master en Watsan
Objectifs & Contenu
Objectif général
Le WHS est une formation verticale de niveau 3. A la fin du cours, les participants devraient comprendre
l’importance de la WHS dans une organisation médicale comme MSF et devraient être capables
d’implémenter les techniques WHS employées pendant une urgence et de les adapter à l’environnement
de terrain.
• Le but de cette formation pratique est d’assurer le développement de compétences WHS d’urgence
sur le terrain parmi les logisticiens et watsans.
• A la fin du cours, les participants seront capables d’utiliser les techniques d’évaluation WHS
d’urgence et l’équipement d’urgence MSF comme Techniciens de Santé Publique.
Modules
• Techniques et outils d’évaluation WHS
• Topographique Survey
• Approvisionnement d’eau
• Sources d’eau
• Analyse d’eau
• Pompes: installation, opération &
maintenance (motopompes, pompes à
main & électrique)
• Eau: creuser, nettoyer et désinfecter des
puits et les outils associés: test de
pompage, jetting
• Eau de surface: Traitement d’eau (analyse,
sédimentation assistée, WTU, désinfection,
traitement d’eau dans des habitations)
•
•
•
•
•
•
•
•
•
•
•
Distribution d’eau en urgence
Installation des tuyaux: PE, PVC, GI
Préparation du site
Excréta
Eaux usées
Déchets solides
Déchets médicaux
Techniques de contrôle des vecteurs
o Insecticide Residual Spraying
o Fogging
Cadavres
Promotion de la santé
Maladies: Choléra, Ebola, Marburg
Cours magistral et cas d’étude, démonstrations pratiques et exercices, films sur WHS
88
Briefing Expert Modular Field Hospital
Dates
Location
Duration
Language
Group maximum
Training referent:
18/09 – 20/09 (English)
Dates of French version TBC
EBC, Brussels
3 days
English
[email protected]
Target Group
Experienced Field logisticians available to leave on the first plane in case of deployment of the modular field
hospital. (MFH)
Pre-requisites – Applicants must have completed:
• Minimum 3 years in the field including at least 1 emergency.
General Objective
The BEM course is a vertical level 3 training designed to prepare candidates to be part of the first team on the
ground in the event of the deployment of the modular field hospital.
Course Modules
• History of the MFH
• Flows within a hospital
• Site assessment
• Supply of the MFH
• Standard MFH scenarios
• Human resources
• Inflatable tents
•
•
•
•
•
•
Water supply
Energy
Supporting activities (Lab, X-ray, etc...)
Maintenance of the MFH
Dismantling the MFH
Bio Medical equipment
Teaching Methods
Lectures and case studies, Hands-on practical workshops in small groups,
89
90
4. HR - Management
/
RH - Gestion
91
Dates
Location
Duration
Language
Group maximum
Approximate cost
Training Referent:
Barcelona 11/03 – 22/03 (English)
Geneva: 07/04 -19/04 (French)
Brussels: 30/06 – 12/07 (English)
Paris: 01/09 -13/09 (French)
Amsterdam: 17/11 – 29/11 (English)
See above
10 days (working days)
21 participants; 9 OCB participants for the OCB HRCC; 2-3 OCB participants for the
HRCC’s organized by the other OC’s
Alain RIAS, HR Training Officer, [email protected]
Target Group
This course is aimed at MSF staff who are or have been working in the field and who have been selected to
become new HR Coordinators (HR-Co) or Deputy HR-Co within six months, and staff who are currently in
either of these positions.
Overall Course Objective
During this course, learners will have the opportunity to discuss and to use key tools, processes and models
prescribed by MSF to effectively manage human resources at field mission level as well as practise core skills for
working with people.
•
•
•
•
Course Content
Definition of the role of the HR-Co, key tasks and
areas of responsibility
Planning and managing HR in strategic terms to
meet MSF operational needs
Legal obligations linked to personnel management
Status-based administration of contracts – national
staff and expatriates
•
•
•
•
Staff development and career development
Facilitation skills to work with people
Stress in the workplace
The place associative participation can play in our
choices of HR management
Learning objectives
More specifically, learners who have completed this training course should be able to:
• explain the role and areas of accountability of HR in the organisational set-up at field level and
provide a coherent definition of the function of the HR-Co
• describe the main stages in the development of the country HR strategy, itemising tools and
processes that will assist the HR-Co in this task
• list and describe principal sources of important information for the HR-Co to consider in the analysis
of the national context and how to draw these into the definition, implementation and regular reviews
of administrative procedures and guidelines that make up the HR framework of the mission
• demonstrate their own ability to use benchmarking as a tool to carry out the indexation and review of
salaries of national staff
• describe the important stages in the life-cycle of the employee in the organisation as well as relevant
actions HR must undertake to manage employee development
• use basic listening and communication skills to help others identify their needs, i.e. support, learning
and development
• act as advisers to team managers in their mission by suggesting selected theoretical models about
how people work in teams, how to lead a team, how to take care of motivation and staff well-being
Teaching Methods
Lectures, case studies, debates, group discussions and exercises.
92
Dates
Lieux
Durée
Langue
Groupe maximum
Coût Approximatif
Référent de formation:
Barcelona 11/03 – 22/03 (anglais)
Geneva: 07/04 -19/04 (français)
Brussels: 30/06 – 12/07 (anglais)
Paris: 01/09 -13/09 (français)
Amsterdam: 17/11 – 29/11 (anglais)
Voir ci-dessus
10 jours (jours ouvrables)
Anglais / Français ( voir ci-dessus)
21 participants; 9 participants OCB pour HRCC OCB; 2-3 participants OCB pour les
HRCC’s organisés par les autres OC
1.500 EUR par personne (sans les coûts de transports)
Groupe cible
Ce cours s’adresse aux membres du personnel MSF travaillant ou ayant travaillé sur le terrain et qui ont été
officiellement sélectionnés pour prendre leur fonction de Coordinateur RH (HR-Co) ou d’Adjoint HR-Co dans
les six mois ainsi que ceux occupant actuellement une de ces fonctions.
Objectifs & Contenus
Objectif général du cours
La possibilité sera donnée aux apprenants de ce cours de discuter et de s’exercer à l’utilisation des principaux
outils, procédés et modèles validés par MSF et destinés à gérer de manière efficace les ressources humaines
des missions.
•
•
•
•
Contenus du cours
Définition du rôle du HR-Co, tâches et domaines de
responsabilité
Planification/ gestion RH en termes stratégiques
selon les besoins opérationnels MSF
Obligations légales liées à la gestion du personnel
Administration des contrats en fonction des statuts
staff national/ expat
•
•
•
•
Développement RH et suivi de carrière
Compétences propres au travail interpersonnel
Le stress au travail
La place de l’associatif dans notre projet de gestion
des RH
Objectifs d’apprentissage
De manière concrète, les apprenants ayant pris part à ce cours seront capables de:
• expliquer le rôle et les domaines de compétence de la fonction RH au sein de la structure
organisationnelle sur le terrain et de fournir une définition cohérente de la fonction du HR-Co
• décrire les principales étapes dans le développement de la stratégie RH du pays en citant les outils et
procédés qui aident le HR-Co dans cette tâche
• faire l’inventaire et de décrire les sources principales d’information importante dont le HR-Co doit se
prémunir pour analyser le contexte national et comment les intégrer à la définition, à la mise en place
et à la révision périodique des lignes de conduite, procédures et règlements administratifs qui
constituent le cadre RH de la mission
• prouver leur capacité à se servir du benchmarking (critères de référence) comme d’un outil
d’indexation et de révision des salaires du personnel national
• décrire les étapes importantes du cycle de l’employé au sein de l’organisation et les actions qui
doivent être menées par les RH dans le cadre du développement de ses compétences
• faire usage des techniques d’écoute et de communication qui visent à aider leurs interlocuteurs à
identifier leurs besoins – de soutien, d’apprentissage et de développement des compétences
• intervenir en qualité de conseillers auprès des responsables des équipes dans leurs missions en leur
proposant des modèles théoriques adaptés – modes de fonctionnement des personnes au sein de
l’équipe, comment mener une équipe, savoir prendre soin de la motivation et du bien-être de chacun.
Cours magistral, études de cas, débats, travail en sous-groupes, exercices pratiques.
93
Managing people in the field
Dates
Location
Duration
Language
Group maximum
Training Referent:
11/02 - 15/02: Brussels (French)
18/03 - 22/03: Abidjan (French)
15/04 - 19/04: Nairobi (English
29/04 - 03/05: Nairobi (Enlish)
20/05 - 24/05: Johannesburg (English)
See above
16 participants , all OCB
Target Group
Targeted participants for this workshop are all MSF field staff with a managerial responsibility – Project
Medical Referent (formerly MFP), senior doctor, senior nurse, logistician, administrator. Managers in
coordination teams are also welcome to apply (MedCo, AdminCo, FinCo, HRCo, CoTL).
No line management relationship between participants in the same workshop.
Prerequisites
Minimum 6 months experience of managing at least three staff members at MSF. Willingness to consider and
develop own people management practice. It is expected that candidates’ development needs should be
stated in their last evaluation by their direct supervisor, and (or) be discussed with their career manager or
pool manager.
Workshop objectives
At the end of the workshop, participants will be better able to :
Monitor own emotions and stress factors to increase own and team's resilience
Assess staff members' needs and motivation within their own cultural framework to adapt management
styles
Establish open communication and trust with team members
Promote performance by providing direction, feedback and support
Prioritize team members activities
Identify and develop team members' competencies and skills
Recognize individual and team achievements
Deal with difficult people situations, including cross-cultural challenges
Learning methods
•
•
•
•
•
•
A pre-workshop questionnaire is used to collect individual expectations and encourage self-assessment of
competencies and needs; this forms an integral part of the learning and development experience of this
programme.
Conceptual and behavioural understanding about managing people are reinforced by situation modelling
in group exercises
Analysis grids and tools are introduced that can be adjusted to each context
Experience sharing is valued and facilitated and peer learning is rated so far as one of the most powerful
learning methods
Learning by doing with exercises and case studies related to typical MSF management practices such as
new staff induction, performance management, examples from other NGOs or different organisations
Individual action planning is scheduled upon workshop completion to enhance effective use of learning;
this is presented as a useful basis for discussion with the line/ career/ pool manager and participants are
actively encouraged to share their conclusions about learning they have achieved and further
development needs they identify for themselves.
94
L’encadrement des collaborateurs sur le terrain
Dates
Lieux
Durée
Langue
Groupe maximum
Référent de formation:
11/02 - 15/02: Brussels (français),
18/03 - 22/03: Abidjan (français)
15/04 - 19/04: Nairobi (Anglais),
29/04 - 03/05: Nairobi (Anglais)
20/05 - 24/05: Johannesburg (Anglais)
Voir ci-dessus
10 jours (jours ouvrables)
Anglais / Français ( voir ci-dessus)
16 participants OCB
Groupe cible
Les participants visés par cet atelier sont les superviseurs hiérarchiques sur le terrain – en d’autres termes,
les Project Medical Referent (ex-MFP), senior docteurs, senior infirmières, logisticiens et administrateurs. Les
cadres des équipes de coordination restent également les bienvenus (MedCo, AdminCo, HRCo, FinCo,
CoTL).
Il ne peut y avoir de liens hiérarchiques entre les participants d’un même atelier.
Pré-requis
Au minimum 6 mois d’expérience comme superviseur d’une équipe chez MSF, avec une responsabilité
d’encadrement direct d’au moins trois collègues de travail. Intérêt déclaré du candidat de vouloir développer
ses pratiques managériales. Les besoins de développement du candidat dans le domaine de l’encadrement
des collaborateurs/ management apparaîtront dans leur dernière fiche d‘évaluation par leur superviseur
hiérarchique et (ou) auront été abordés avec leur Career manager ou leur Pool manager.
Objectifs d’apprentissage :
À la fin de cet atelier, les participants seront plus à même de:
• Être à l’écoute de leurs émotions et leurs facteurs de stress de façon à améliorer leur résilience et celle
de leurs collaborateurs au sein de l’équipe
• Évaluer les besoins et la motivation des membres de l’équipe en tenant compte du point de vue culturel
de ceux-ci de façon à choisir le style de management qui convient
• Créer un climat de confiance et de transparence dans la communication
• Encourager la haute performance par l’orientation, le feed-back et le soutien
• Établir les priorités pour les membres de l‘équipe
• Repérer les compétences et les savoir-faire des collaborateurs et les développer
• Savoir reconnaître les succès des collaborateurs et de l’équipe
• Gérer les situations tendues ou difficiles entre les membres de l’équipe, y compris celles liées à
l’interculturel
Méthodes d’apprentissage :
•
•
•
•
•
•
Un formulaire est rempli par les participants avant leur participation à l’atelier pour recueillir les attentes
de chacun et favoriser l’auto-évaluation des compétences et des besoins. Ceci fait partie intégrante de
l’expérience d’apprentissage et de développement de ce dispositif de formation.
La compréhension des concepts et des comportements managériaux est renforcée par des exercices de
mise en situation qui proposent des modèles dans ce sens
Des grilles et des outils d’analyse adaptables à différents contextes sont proposés
Le partage des expériences est mis en valeur et encouragé; d’ailleurs, l’apprentissage par les pairs est
actuellement évalué comme une des méthodes d’apprentissage les plus efficaces
L’apprentissage par la pratique est souvent appliqué par le biais d’exercices et d’études de cas qui sont
des classiques des pratiques managériales chez MSF, tel que la gestion de la performance, la
planification et les réunions d’équipe, les briefings, ainsi que par des exemples d’autres ONG
internationales ou autres
L’élaboration d’un plan d’action individuel est intégré à la fin de l’atelier pour accroître le transfert
d’apprentissage ; ceci est proposé comme une base intéressante de discussion entre les apprenants et
leur superviseur hiérarchique/ Career manager/ Pool manager et ils sont encouragés à partager les
conclusions qu’ils tirent de leur apprentissage et les besoins d’apprentissage subsistants.
95
Leading mission teams
Dates
Duration
Language
Group maximum
Training Referent:
14/01 - 18/01: Nairobi (English)
26/08 - 30/08: Brussels (French)
08/12 - 12/12: Dubaï (English)
16 places OCB
Target Group
Targeted participants to this workshop are technical/functional and Field Coordinators, and Heads of missions
– members of Coordination Teams, in other words.
Pre-requisites
Minimum 6 months experience as a manager within MSF, with direct supervisory responsibility of at least
three staff members. Candidates should have reached minimum level 2 or above in each of the six key MSF
competencies addressed in this workshop : teamwork and cooperation; leadership; people management and
development; cross-cultural awareness; stress management (well-being at work); behavioral flexibility
(managing change).
Candidates who particularly need to reinforce their competencies at managing performance in individuals,
understanding and supporting individual team members’ needs, and developing their staff’s competencies,
are actively encouraged to apply first for the workshop Managing People in the Field. It is expected that
candidates’ development needs should be stated in their last evaluation by their direct supervisor, and (or) be
discussed with their career manager or pool manager.
Workshop objectives
At the end of the workshop, participants will be better able to :
• Use resources they can mobilise to ensure well-being of teams
• Reduce the impact of cultural differences on effective interpersonal communication
• Create a climate of open communication and trust
• Use a range of leadership styles to adjust to changing environments
• Engage staff in a process of change
• Coach staff members to perform and develop within MSF
• Foster team performance and ownership of MSF objectives
• Prevent and manage conflict within teams
Learning methods
•
•
•
•
•
•
A pre-workshop questionnaire is used to collect individual expectations and to encourage self-assessment
of competencies and needs; this forms an integral part of the learning and development experience of this
programme.
Conceptual and behavioural understanding about managing and leading teams are reinforced by situation
modelling in group exercises
Analysis grids and tools are introduced that can be adjusted to each context
Experience sharing is valued and facilitated and peer learning is rated so far as one of the most powerful
learning methods
Learning by doing is high on the agenda with exercises and case studies related to typical MSF
management practices such as performance management, team planning and meetings/briefings,
examples of other NGOs or different organisations
Individual action planning is scheduled upon workshop completion to enhance effective use of learning;
this is presented as a useful basis for discussion with the line/ career/ pool manager and participants are
actively encouraged to share their conclusions about learning they have achieved and further
development needs they identify for themselves.
96
Assumer le leadership de la mission
Dates
Durée
Langue
Group maximum
Training Referent:
14/01 - 18/01: Nairobi (Anglais)
26/08 - 30/08: Brussels (Français)
08/12 - 12/12: Dubaï (Anglais)
10 days (jours ouvrables)
Anglais / Français (voir ci-dessus)
16 places OCB
Groupe cible
Les participants visés par cet atelier sont les coordinateurs techniques ou fonctionnels, les chefs de mission
et les coordinateurs de terrain (fieldco) – en d’autres termes, les membres de la coordination.
Pré-requis : au minimum 6 mois d’expérience comme coordinateur d’une équipe chez MSF, avec une
responsabilité d’encadrement direct d’au moins trois collègues de travail. Les candidats doivent avoir
atteint au minimum le niveau 2 dans chacune des 6 compétences MSF sélectionnées pour cet atelier :
travail d’équipe et collaboration, leadership, encadrement et développement des collaborateurs,
sensibilité à l’interculturel, gestion du stress (ou bien être au travail), et flexibilité du comportement (ou
conduite du changement).
Il est fortement recommandé aux candidats ayant un besoin particulier de développer leurs pratiques
dans la gestion de la performance chez leurs subordonnés, ou apporter leur soutien aux besoins
individuels des membres de l’équipe et le développement des compétences chez leurs collaborateurs , de
s’inscrire tout d’abord à l’atelier L’encadrement des collaborateurs sur le terrain. Les besoins de
développement du candidat dans le domaine du leadership des équipes de la mission apparaîtront dans
leur dernière fiche d ‘évaluation par leur superviseur hiérarchique et (ou) auront été abordés avec leur
Career manager ou leur Pool manager.
Objectifs d’apprentissage :
À la fin de cet atelier, les participants seront plus à même de :
• Se servir des ressources auxquelles dont ils disposent pour garantir le bien-être des équipes
• Réduire l’impact des différences culturelles sur la communication entre les personnes
• Créer un climat de confiance et de transparence dans la communication
• Choisir parmi différents styles de leadership selon la situation à laquelle ils font face
• Obtenir l’engagement des équipes sur la voie du changement
• Utiliser le coaching avec leurs collaborateurs pour améliorer leurs résultats et donner lieu à leur
développement au sein de MSF
• Favoriser la performance de l’équipe et l’appropriation des objectifs de MSF
• Prévenir et gérer les conflits au sein des équipes
Méthodes d’apprentissage
•
•
•
•
•
•
Un formulaire est rempli par les participants avant leur participation à l’atelier pour recueillir les attentes
de chacun et favoriser l’auto-évaluation des compétences et des besoins. Ceci fait partie intégrante de
l’expérience d’apprentissage et de développement de ce dispositif de formation.
La compréhension des concepts et des comportements managériaux est renforcée par des exercices de
mise en situation qui proposent des modèles dans ce sens
Des grilles et des outils d’analyse adaptables à différents contextes sont proposés
Le partage des expériences est mis en valeur et encouragé ; d’ailleurs, l’apprentissage par les pairs est
actuellement évalué comme une des méthodes d’apprentissage les plus efficaces
L’apprentissage par la pratique est souvent appliqué par le biais d’exercices et d’études de cas qui sont
des classiques des pratiques managériales chez MSF, tel que la gestion de la performance, la
planification et les réunions d’équipe, les briefings, ainsi que par des exemples d’autres ONG
internationales ou autres
L’élaboration d’un plan d’action individuel est intégré à la fin de l’atelier pour accroître le transfert
d’apprentissage ; ceci est proposé comme une base intéressante de discussion entre les apprenants et
leur superviseur hiérarchique/ Career manager/ Pool manager et ils sont encouragés à partager les
conclusions qu’ils tirent de leur apprentissage et les besoins d’apprentissage subsistants.
97
98
4. Financial Courses
/
Formation Finances
99
Field Accounting Course
nd
Dates
2 semester
Location
Duration
Language
Group maximum
Deadline to apply
Approximate cost
Course organizer:
To be defined
To be defined
English
15-20
2 months in advance
Catherine Guisset, [email protected]
Target Group
National staff with accounting profile
-
General Objective
Improve the accounting staff skills in order to fulfill their responsibilities on the field
-
Course content
Bookkeeping
Cash management
Internal control
Contract management
Excel
Teaching Methods
Group discussions and practical exercises.
More specific details will be communicated later
100
Finance Coordinator Course
Dates
Location
Duration
Language
Group maximum
Deadline to apply
Approximate cost
Course
organizer:
nd
2 semester
Brussels
1 week
English
20-30
3 months in advance
1000 EUR per peson (without transport costs)
Catherine Guisset, [email protected]
Target Group
Finance coordinators on the field and potential finance coordinators
-
General Objective
Improve the Finance coordinator expertise and capacity to answer the new finance needs on the field
Prepare potential finance coordinator to fulfill their role on the field
-
Course content
Definition of the role of Finance Coordinator, key tasks and areas of responsibilities
Budget process
Internal control and frauds
Management control
Excel
Cash management
Bookkeeping
Funding
Teaching Methods
Lectures, case studies, debates, group discussions and exercises.
More specific details will be communicated later
101
6. Transversal – Management Courses
/
Cours de Coordination - Gestion
102
Project Coordination Course (PCC)
Dates
Location
Duration
Language
Group maximum
Approximate cost
Training referent:
28/01 – 08/02, 17/06 – 28/06, 04/11 – 15/11
Brussels
12 days
English
18 in total; 16 OCB participants
Xavier Tislair, Training Officer Operations
[email protected]
Target Group
Expats and nationals staff with a medical or non-medical background but little or no experience in project
coordination who will become project/field/program (capital) coordinator.
Pre-requisites
• 9 -12 months of field experience with MSF.
• Priority will be given to new “FieldCos / ProjectCos”.
• Necessity to integrate national staff in the course, especially future field-co/project co/assistant
coordinator.
General Objective
At the end of the course, participants are expected to take on a coordination position and to be able to
handle correctly the responsibilities.
Specific Objectives
⇒ To provide material for reflection, methodology & tools for project coordination
• to analyse and reflect on the operational policy and the different axes of intervention
• to understand the contextual environments at project level and be able to intervene
• to provide basic methodology on project planning (Project cycle: Needs identification and definition of
objectives; planning of activities and monitoring; planning of resources (budget and human
resources); reporting and evaluation).
⇒ To provide knowledge and tools for human resource management
• to increase awareness and knowledge of the FieldCo’s / ProjectCo’s role and his/her tasks in HR
activities
• to provide tools to assist FieldCos / ProjectCos in organising and structuring his/her team
• to become familiar with key elements of team management (and their corresponding tools) such as
motivation and evaluation
⇒ To provide technical tools for management
• to increase the essential knowledge of a FieldCo’s / ProjectCo’s function regarding the medical,
logistic, administrative and financial activities
• to provide practical tools to facilitate the role of supervision of FieldCo’s / ProjectCo’s
Teaching Methods
Lectures, case studies, group discussions, debates with MSF facilitators and external consultants
(Dynamic Solution- MDF).
103
Mission Coordination & Management (CGM)
Dates
Location
Language
Group maximum
Approximate cost
Training referent:
17/03 – 29/03
Brussels
English
15 participants in total; 12-13 OCB participants
[email protected]
Target Group
New or future Heads of Mission in OCB.
General Objective
At the end of the course, the participants should be prepared to effectively act as Head of Mission in an
MSF intervention.
Specific Objective 1
At the end of the course, the participants will have improved their capacity for context analysis and need’s
identification in order to design projects.
Contents:
• Analysis of the close contextual environment
• Operational approach
o identification of needs (medical, social, political…)
o choices of intervention
o strategies of “témoignage”
o MSF operational policy and axes of intervention
o emergency preparedness and operational reactivity
o humanitarian dilemmas, actors and law (pragmatic approach, concrete reactions and thinking
systematic, practical info’s)
o quality and sustainability
At the end of the course, the participants will have improved their knowledge and acquired tools regarding
the general management of an MSF mission.
Contents:
• Security - MSF Operational tools
• Fundraising - Lobbying
• Humanitarian law
• Working with the media
• Budget management
• Medical challenges
At the end of the course, the participants will be familiar with the general human resources management
process.
Contents:
• To communicate properly
• Conflict resolution
• Staff needs analysis and organigram
• General process: How in, how through, how out ? (with emphasis on evaluation, coaching)
• Intercultural issues in HRM
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Medical Coordination Course (MCC)
Dates
Location
Language
Group maximum
Approximate cost
Training referent:
17/03 – 29/03
Brussels
English
15 participants in total; 12-13 OCB participants
Carine Daenens, [email protected]
Target Group
New Medical Coordinators or medical personnel who may become MedCos.
Pre-requisites
• Project Planning (PCC level)
• Human Resource Management (PCC level)
• To have read the current operational prospects
• To have read the updated MSF-OCB Security Manual
• To have read the reference documents of particular case studies
Note that all documents to be read on forehand will be sent 1 month before the start of course.
General Objective
At the end of the course, the participants will be prepared to act effectively as Medical Coordinator in an
MSF intervention and be able to handle the responsibilities correctly.
Specific Objectives
• To understand the role of the Medical Coordinator.
• To operationalize MSF policies (guiding and technical principles) and understand the importance of
giving feed back in order to update policies.
• To have the necessary tools for project management, supervision and supervision support
(complementary to already established project planning skills - PCC)
Teaching Methods
Role plays, group work, case-studies, debates, reflection on field experiences.
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Evaluation in medical humanitarian programs
Dates
Location
Language
Group maximum
Approximate cost
Training referent:
25/04 – 28/04
Greece, Athens, SOMA Unit
English
20 participants from all OC’s
[email protected]
Target group
The course is aimed at people who have no or little previous experience in participating in an evaluation.
Pre-requisites
To undertake besides other assignments, evaluation activities as well.
General Objective
This course is designed as an introduction to evaluation in MSF and in general, it provides concepts and
methods suitable for conducting evaluations.
By the end of the course, participants will be familiar with:
- Key concepts, tools and methods around humanitarian aid evaluations.
Participants will also acquire skills that are necessary and applied in different steps of an evaluation; more
precisely they are introduced to:
- critically look and contribute to the evaluation‘s Terms of Reference
- formulate key evaluation questions
- apply qualitative methods and analyze qualitative data
- identify sources from where information could be collected and analyze quantitative data
- communicate findings effectively, i.e. : write concise reports, formulate precise recommendations,
develop a recommendations management plan
- ethical issues which are arising when conducting evaluations
Course contents outline:
- Introduction to evaluation in Humanitarian Aid
- Evaluation frameworks (objects, criteria, standards)
- Terms of reference
- Using Qualitative methods
- Using Quantitative data collection methods
- Guidance for writing reports, phrasing recommendations
Teaching Methods
Presentations, discussions/debates, case studies, group work.
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ICHA (Intensive Course in Humanitarian affairs)
Dates
Location
Duration
Language
Group maximum
Training Referent:
20/05 – 31/05
Holland
English
To be confirmed
[email protected]
Target Group
Head of Missions or soon‐to‐be Head of Missions and selected FC’s, with at least two years working with MSF
and either a suitable academic background or demonstrated aptitude in humanitarian affairs. Participants will
be given preparatory reading and are expected to spend substantial time reading, analyzing and designing
strategies. Substantial group work, individual preparation and active participation is expected from the
participant throughout the course.
General Objective
This intensive and inter‐active training offers experienced MSF staff the opportunity to increase their ability to
understand current humanitarian debates, better analyze complex contexts from a humanitarian perspective,
develop better advocacy strategies and effectively implement them.
Course content
This intensive course is structured in four parts and uses real‐life MSF examples to better identify, understand and
respond to humanitarian needs through advocacy, in support of operations.
• Part 1: MSF Identity, Humanitarian Principles and Current Humanitarian Debates
• Part 2: Understanding Humanitarian Contexts & Issues
• Part 3: Advocacy, Témoignage and Operational Communications
•
Part 4: Case studies, using real‐life MSF examples, throughout the course
107
Field Security Course
Location
Duration
Language
Group Maximum
Group Dynamic
Process to
organise:
Can be run in any project or coordination location.
2 days
English. All participants should have a good working knowledge of English. Other
languages can be considered though. Additional time must be allocated if translators are
required. In such a situation all participants should have a common working language.
20 Participants (Excluding the Head of Mission)
Must be made-up from one project or coordination location. Must have a majority of
national staff and include a cross section of expatriates. Must contain a cross-section of
all departments in the project/Coordination location.
A mission or desk can request. Requests are made to the Security Focal Point: MSFOCB, Virgile Debu: [email protected]
Target Group
A project team or a coordination team. Participants must be from one project or coordination location.
The course must include representation from all departments in that location’s team and, must include a
majority of national staff. For example: including the Field Co, guards, drivers, nurses, logs, domestic staff,
doctors, etc... The course approach is vertical rather than horizontal.
The team will...
• Be able to produce the Field Security Plan for their location through a collaborative effort.
Individual Objectives of the Course:
The participants will…
• Be introduced to the MSF-OCB security framework.
• Understand their individual role in security.
• Be able to contribute to the compilation of the Field Security Plan for their location.
Course Organisation, Background and Teaching Methods
-
-
-
The implementation of the course is primarily the responsibility of the Head of Mission and his/her team.
He/She is assisted by the Security Focal Point (SFP) from Brussels who will be present during the training
and will take a leading role throughout the two days. The SFP will bring relevant training materials as well
as the standard presentation(s) from Brussels. He will arrive at least one day early at the training location
so as to allow a proper preparation time with the mission management and/or field based staff.
Once the course has been run with the assistance of the MSF-OCB SFP, all the required training
materials will be given to a Head of Mission should he/she wish to run this course at a later date
The course contains a half day of theory into the MSF-OCB approach to security management. The
remaining time is taken up by group work in which the team establish the core elements of their Field
Security Plan for their specific location.
The course is based upon the MSF-OCB Security Manual (Version 2009)
108
Coordination Crisis Module (CCM)
Location
Duration
Language
Group Maximum
Process to organise:
To be run in-country at coordination level
1 day
English. All participants should have a good working knowledge of
English. Other languages can be considered though. Additional time
must be allocated if translators are required. In such a situation all
participants should have a common working language.
15 Participants
A mission or desk can request. Requests are made to the Security
Focal Point: MSF-OCB, Virgile DEBU:
[email protected]
Target Group:
Heads of Mission and other team members who will have a lead role in the field based management of an
abduction of MSF staff. Field based staff who may have a direct support to the country based crisis team in
such a situation.
The training is strongly encouraged to be run intersectionally at country level.
•
•
•
Understand Crisis Management structure:
o HQ level (including Partner Sections and other Operational Centres)
o Field Level
Better understand considerations relative to the key stakeholders
To gain the capacity to formulate and develop a local Crisis Plan for your mission
-
-
All MSF-OCB missions in which the risk of abduction has been identified must, at a minimum, run this
module annually.
This training will introduce the participants to the key areas that need to be prepared for in the event of an
abduction of MSF staff in their mission and, how to manage at the mission level the first days of such a
crisis.
It is strongly recommended that this training is undertaken intersectionally.
The module will have a half day of theory and discussion followed by a semi-live scenario in which the
participants will have the opportunity to put theory into practice in a controlled situation.
There are common management approaches when it comes to handling an abduction. This course will
focus on generic approaches but will also refer to the MSF-OCB crisis plan. Despite this, other sectional
considerations will be addressed depending upon the participants.
109
Diploma in Humanitarian Assistance
Dates
Location
06/05 – 24/05 (Policy) & 27/05 – 14/06 (Practice)
Johannesburg: University of Witswaterstrand, School of Public and Development
Management
Language
English
Deadline to apply
Applications have to be sent 3 months at the latest prior to the start of the course
Approximate cost
13.500 ZAR per person (without transport costs)
Training referent
Edith LEFINE: [email protected]
Bridget STEFFEN: [email protected]
The Certificate in Humanitarian Policy and the Certificate in Humanitarian Practice, offered by Wits University in
Johannesburg and supported by MSF, can be studied as stand-alone programs or as one joint 6-week program
(two parts: Humanitarian Policy and Humanitarian Practice), with the possibility to convert into a Diploma in
Humanitarian Assistance from the Liverpool School of Tropical Medicine.
I. Certificate in Humanitarian Policy
Target Group
NGO Workers
Government staff
Staff of Multilaterals
Persons wishing to enter the humanitarian field
Pre-requisite
Undergraduate degree minimum entry requirements
General Objective
To build a competent cadre of humanitarian aid workers who have the requisite skills to respond to crises in
Africa.
Specific Objectives
• To provide humanitarian workers with the awareness, understanding of the policy environment, which
is essential for effective action as individuals and as members of a team.
• To identify and promote standards of good practice policy in humanitarian responses.
• To encourage cooperation and dialogue between governmental, non-governmental, national and
international agencies involved in humanitarian action.
• To examine strategies and policy approaches for early warning and prevention of humanitarian crises.
• To create a more effective synergy between emergency humanitarian interventions and programs
promoting sustainable development.
• To address humanitarian priorities in Southern Africa and the wider continent of Africa.
II. Certificate in Humanitarian Practice
Target Group
NGO Workers
Government staff
Staff of Multilaterals
Persons wishing to enter the humanitarian field
Pre-requisite
Undergraduate degree minimum entry requirements
110
General Objective
To build a competent cadre of humanitarian aid workers who have the requisite skills to respond to crises in
Africa.
Specific Objectives
• To provide humanitarian workers with the awareness and understanding of the policy environment,
which is essential for effective action as individuals and as members of a team.
• To identify and promote standards of good practice policy in humanitarian responses.
• To encourage cooperation and dialogue between governmental, non-governmental, national and
international agencies involved in humanitarian action.
• To examine strategies and policy approaches for early warning and prevention of humanitarian crises.
• To create a more effective synergy between emergency humanitarian interventions and programmes
promoting sustainable development.
• To address humanitarian priorities in Southern Africa and the wider continent of Africa.
To apply for these courses, please follow the application procedure for an External Training (all details at
the start of this brochure).
111
112
7. Mentoring & languages
/
Mentoring & cours de langues
113
Mentoring Support
What is it?
It is a process of learning from a colleague, usually older and/or more senior/experienced, and often
coming from the same working environment or same discipline.
The mentor provides advice where/when appropriate, shares knowledge and experiences, and teaches
using a low pressure, self-discovery approach.
The mentoring relationship focuses on tasks/role in the workplace and involves supporting the individual
as they address issues, helping the mentee develop their own solutions.
The final aim of the Mentor is not to fix issues in the project/mission, but to support the Mentee to identify
and find out solutions
Target group, the “Mentee” are:
First time FieldCo
First Time Head of Mission
Pre-requisites:
o Mentoring Support is not imposed, but must rather come at the initiative of the future
FieldCo/Head of Mission. The proposal to get such support can come either from the expat
him/herself, or his/her career manager
o Prior to the next match for a field mission: Competencies to be developed need to be identified by
the expat her/himself, validated and agreed upon with the Career Manager.
Objectives and Methods
The Mentoring Support is meant to improve “people and project management competencies” of MSF field
coordinators and Head of mission.
Methods:
- “On-Line” version: Mentee and Mentor will meet “face-2-face” a couple of time prior to field
departure. During the Mentee field mission, Mentee and mentor communicate and meet regularly
- mini: once a month – using Skype or telephone.
- “On-the-Field” version: from 2 to 4 weeks after the Mentee field’s departure, the mentor will
make a 2 weeks field-visit, and stay by the side of her/his mentee. After this field visit, Mentee and
Mentor maintain regular communication - mini: once a month – using Skype or telephone.
- Duration (for FieldCo and HoM): Mentoring support starts and ends with the field assignment,
which must be minimum 9 months!
Application: Get in touch with your Career manager (who will coordinate with your pool manager)!
Language: our Mentors have different backgrounds/nationalities. And, as much as possible, each Mentee shall
be matched with a Mentor sharing the same mother tongue.
Engagement: 1 year
Mentoring Project Referent:
- Alan Lefebvre: [email protected]
114
Language knowledge
Please circle the level you have in French (left column) and in English (right column):
FRENCH
C2
ENGLISH
C2
C1
C1
B2
B2
B1
B1
A2
A2
A1
A1
Proficient
User
Independe
nt User
Basic User
Can understand with ease virtually everything heard or read. Can
summarise information from different spoken and written sources,
reconstructing arguments and accounts in a coherent presentation. Can
express him/herself spontaneously, very fluently and precisely,
differentiating finer shades of meaning even in more complex situations.
Can understand a wide range of demanding, longer texts, and recognise
implicit meaning. Can express him/herself fluently and spontaneously
without much obvious searching for expressions. Can use language
flexibly and effectively for social, academic and professional purposes.
Can produce clear, well-structured, detailed text on complex subjects,
showing controlled use of organisational patterns, connectors and
cohesive devices.
Can understand the main ideas of complex text on both concrete and
abstract topics, including technical discussions in his/her field of
specialisation. Can interact with a degree of fluency and spontaneity that
makes regular interaction with native speakers quite possible without
strain for either party. Can produce clear, detailed text on a wide range of
subjects and explain a viewpoint on a topical issue giving the advantages
and disadvantages of various options.
Can understand the main points of clear standard input on familiar
matters regularly encountered in work, school, leisure, etc. Can deal with
most situations likely to arise whilst travelling in an area where the
language is spoken. Can produce simple connected text on topics which
are familiar or of personal interest. Can describe experiences and events,
dreams, hopes & ambitions and briefly give reasons and explanations for
opinions and plans.
Can understand sentences and frequently used expressions related to
areas of most immediate relevance (e.g. very basic personal and family
information, shopping, local geography, employment). Can communicate
in simple and routine tasks requiring a simple and direct exchange of
information on familiar and routine matters. Can describe in simple terms
aspects of his/her background, immediate environment and matters in
areas of immediate need.
Can understand and use familiar everyday expressions and very basic
phrases aimed at the satisfaction of needs of a concrete type. Can
introduce him/herself and others and can ask and answer questions
about personal details such as where he/she lives, people he/she knows
and things he/she has. Can interact in a simple way provided the other
person talks slowly and clearly and is prepared to help.
Thank you for your application!
After receiving your Application Form, the Training Unit, your Pool Manager or your HRO will inform
you whether you have been selected or not for the training you have applied for.
115
***
Enjoy your training!
116

OCB Training Brochure

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