Criterion 1.3.1 Human resources (HR)

Standard 1.3 Human resource management.

Puskesmas human resource management is carried out in accordance with statutory provisions.

Puskesmas personnel must be managed in accordance with statutory provisions.

a. Criterion 1.3.1

Human resources (HR) are available with the type, number and competency according to service needs and statutory provisions.

1) Main Thoughts:

a) To meet human resource needs at the Community Health Center based on number, type and competency, it is necessary to carry out a job analysis and workload analysis based on regulations regarding employee needs planning and can consider recommendations from professional organizations as a basis for submitting the need for Community Health Center personnel to the district/city regional health service and/or own procurement for BLUD Community Health Centers.

b) Preparation of job analysis and workload analysis following the provisions of statutory regulations.

c) Analysis of the positions in the Puskesmas refers to positions in accordance with the organizational structure of the Puskesmas, functional positions and executive positions at the Puskesmas.

d) Fulfillment of human resources is intended to provide services according to the needs and expectations of service users and the community.

e) Puskesmas strives to ensure that its employees have relevant and up-to-date education, skills, competencies, experience, orientation and training.

f) Puskesmas facilitates the implementation of education and training so that employees can participate in the necessary education and training.

g) Puskesmas establishes a mechanism that ensures employees have relevant and up-to-date education, skills, competencies, experience, orientation and training.

h) So that the quality of health services that are oriented towards the safety of patients and the community at Community Health Centers is more guaranteed and protected, it is necessary to ensure that every health service is carried out by competent doctors, dentists and other health workers through a credentialing process. Proposing credentials and/or re-credentials for health workers as well as follow-up actions, including determining clinical assignments, refer to the provisions of applicable laws and regulations.

2) Assessment Elements:

a) Job analysis and workload analysis are carried out according to service needs and statutory provisions (D,W).

b) Prepare a job map, job description and personnel requirements based on the results of the job analysis and the results of the workload analysis (D, W).

c) Efforts are made to fulfill personnel needs in terms of type, number and competency in accordance with the job map and results of workload analysis (D,W).

d) There is evidence that the Community Health Center proposes the credentials and/or recredentials of health workers to the district/city regional health service credentials team and follow-up is carried out on the results of the credentials and/or recredentials in accordance with applicable regulations (D,W).