Global Monitoring Report on Education for All
Charlie’s article, in the 2011 UNESCO Global Monitoring Report on Education for All, about teacher headcounts, censuses, payroll, output and attendance management in post-conflict, fragile and emerging states.
Positive Business Ethics and Conduct Policy
CGA’s objective, or intended impact, is the alleviation of poverty and promotion of human development, both broadly defined, and focusing on the greatest needs.
To that end, we are committed that our work should deliver for the poor, and for those (donors and others) who wish to support them, that it should provide both groups the best possible value for money, and that we should discharge our fiduciary duty to both groups.
We are committed to run an ethical business, with integrity and transparency. It is logical that we do so since we work to help governments and others organise themselves this way. This commitment ensures that we serve best the interests of our own business, staff, clients, as well as the society and government where we serve.
Health systems strengthening and conflict transformation in fragile states
Charlie Goldsmith Associates was chosen to present a case study at the Medicus Mundi International Network expert at the Royal Tropical Institute (KIT) in Oct 2012 on “The role of better pay and active staff management to deliver and sustain free health care in Sierra Leone”
Review of the Roles and Responsibilities of Decentralised Education Officers in Rwanda
Report on Phase 2 Activities: Revised Job Descriptions, Capacity Needs Assessment, and Training Plan for Decentralised Education Officers
Assessment of the private health sector in Somaliland, Puntland and South Central
This report is an exploratory piece of work which aims to contribute to the design of DFID Somalia’s post-2016 health programming through achieving a deeper understanding of the role and current dynamics of the private sector in the health sector in Somalia and developing recommendations for private sector engagement. Health was one of four pillars in the DFID Somalia Operational Plan 2011-2015. The private sector is the dominant provider of health care services in Somalia, but it is largely unregulated and there have been high levels of growth, raising concerns as to value for money and quality.
Somalia: Support to donor working group on Human Resources for Health – Remuneration, HR and payroll process issues related to the introduction of the ‘medium scenario’
The purpose of this assignment was to support the Human Resources for Health (HRH) Donor Working Group to review the implications of the introduction of the medium-level pay scale for health workers on each of the programmes they fund in Somalia (with a focus on the Global Fund, GAVI, JHNP, Health Consortium for the Somali People (HCS), and UNICEF).
Governments have made progress on implementing human resource (HR) and payroll process improvements and investing more in health staff remuneration, while partners have made progress toward the ‘medium scenario’; however, there has not been the coordinated plan of action envisaged a year ago.
Partners fund remuneration for around 4,000 Somali health service delivery staff, at a cost of around US$ 13.5 million per annum; governments fund around 3,200 for around US$ 3 million per annum, which is expected to rise to over 4,000 and US$ 5 million per annum in 2014.