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Orissa
Public Health Workforce – Issues and Challenges
I. Overview of Public Health Workforce
Orissa has a population of 41.94 million with 83% of the rural population. The availability of
infrastructure in the state is enlisted below:
Health Facilities Present Required
1 District Hospitals 32 31
2 Sub Divisional Hospitals 26 419 (if taken per 1 lakh population)
3 Community Health Centres 456
4 Primary Health Centres 1228 2097 (@1/20000 population
5 Sub Centres 6688 13982 (@1/3000 population)
The availability of health workforce (inclusive of Contractual staff) in the state is as follows:
Sl. No District Doctors* Staff
Nurse Pharmacist
Lab Technician
Radiographers ANM Health
Worker(M)
1 Angul 70 104 53 40 2 186 118
2 Balasore 149 144 99 40 7 352 101
3 Baragarh 100 54 62 31 2 266 139
4 Bhadrak 84 99 66 29 4 206 123
5 Bolangir 132 79 81 48 4 298 175
6 Boudh 31 15 17 8 1 72 23
7 Cuttack 206 107 93 48 8 417 180
8 Deogarh 24 34 16 11 1 53 42
9 Dhenkanal 82 86 65 28 4 221 92
10 Gajapati 66 32 42 27 2 161 94
11 Ganjam 200 119 122 64 5 526 76
12 Jagatsinpur 73 44 47 24 4 243 108
13 Jajpur 98 84 71 33 3 326 153
14 Jharsuguda 40 49 25 20 3 101 59
15 Kalahandi 118 87 93 51 6 327 186
16 Kandhamal 96 76 74 32 6 220 138
17 Kendrapara 62 99 55 29 4 272 115
18 Keonjhar 142 157 100 56 3 472 241
19 Khurda 245 258 100 48 5 301 174
20 Koraput 114 113 103 33 5 454 148
21 Malkangiri 48 58 70 16 5 203 83
22 Mayurbhanj 229 265 183 80 6 679 54
23 NawaraPur 56 33 62 21 2 374 122
24 Nayagarh 74 110 60 26 8 206 74
25 Nuapada 45 37 32 19 4 135 126
26 Puri 112 135 79 37 3 271 152
27 Rayagada 75 46 68 37 2 300 89
28 Sambalpur 126 115 57 41 6 231 105
29 Sonepur 71 35 39 15 2 128 82
30 Sundargarh 168 241 127 81 7 501 214
Total 3136 2915 2161 1073 124 8502 3613
* Excluding Medical Institutes
The broad classification of Healthcare workforce in Orissa
73%
9%
18%
Orissa : Public health HR Profile - 2012
Regular
State Contractual
Contractual
38% 40%
58% 59%
78%86% 90%
0%
45%0%
5%
9%0%
3%
62%
15%
42%36%
13% 14%7%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Orissa : Break-up of Health Care Workers
Regular% State Contractual % Contractual %
II. Human Resource for Health Policy
Since its statehood, Orissa is following its service code and have their own Human Resource Policies.
The State is having one HRD cell through which all the policies have been made and published
defining the norms of remuneration, recruitment & promotions.
The recruitment of the Medical officers is done only by the directorate for all the requirements even
at the district level except for the RTI/STI doctors and NCD cell doctors, which are recruited at the
district level.
III. Generation of Human Resource
The current availability of government training Institutes is as follows:
S.no. Name of the Instituion District No. of Seats
ANM Nursing Colleges
1 A N M / H W ( F) Training Centre, Capital Khurda 50
2 A N M Training Centre Puri Orissa Puri 40
3 A N M Training Centre Sub-Divisional Khurda 20
4 A N M Trg. Centre District Headqurters Kalahandi 30
5 Anm Health Worker Trg. Centre Christian Koraput 0
6 Anm Training Centre At Po Sonepur, Sonepur 40
7 Anm Training Centre City Hospital Berhampur 40
8 Anm Training Centre Daspalla Puri Puri Puri 40
9 Anm Training Centre School Of Nursing Dhenkenal 40
10 Anm Training Centre School Of Nursing Kendrapara 40
11 Anm Training School Chief Dist Medical Boudh 40
12 F H W Training Centre Sub-Divisional Kendrapara 20
13 Govt Headquarters Hospital, School Of Keonjhar 40
14 Govt Headquarters Hospital, School Of Kandhamal 40
15 Govt Sub-Divisional Hospital, School Of Koraput 40
16 Govt. Headqarters Hosp. Baripada Orissa Mayurbhanj 40
17 Govt. Headquarters Hosp. Balasore Orissa Balasore 40
18 Govt. Headquaters Hosp. Sundergarh Sundergarh 40
19 Mphw (F) Distt. Headquarters Hosp. Bolangir 40
20 Mphw (F) Distt. Headquarters Hosp. Sambalpur 40
21 Mphw (F) Sub-Divisional Hosp. Deogarh Deogarh 40
22 Mphw (F) Sub-Divisional Hosp. Jharsuguda Jharsuguda 20
Total 780
GNM Nursing Colleges
1 District G N M Training Center District Nabarangpur 60
2 M K C G Medical College Hospital., School Ganjam 100
3 Scb Medical College Hospital Sch. Of Nsg. P Cuttack 100
4 V S S Medical College Hospital School Of Sambalpur 100
Total 360
Bsc Nursing Colleges
1 College Of Nursing, Medical College Ganjam 40
Msc Nursing Schools
1 Government College Of Nursing, M K C G Ganjam 17
Besides this Orissa is having 80 ANM schools , 34 GNM schools, 27 Bsc nursing college & 9 Msc
Nursing Colleges with 2370 ANM seats, 1970 GNM seats, 570 Bsc Nursing seats and 65 Msc Nursing
seats available in the state.
Govt. Medical Colleges of Odisha
Sl.No. Name of the Institute Location Intake Intake Intake
DM/M.Ch. Courses
MBBS BDS PG
1 S.C.B. Medical College & Hospital
Cuttack. 150
78 17
2 M.K.C.G. Medical College & Hospital
Berhampur, Ganjam 150
41
3 V.S.S. Medical College & Hospital
Burla, Sambalpur 150
41
4 SCB Dental College, Cuttack 50 6
Private Medical Colleges of Odisha
Sl.No. Name of the Institute Location Intake Intake Intake
For details click the
link below
MBBS BDS PG
1 Hitech Medical College Pandra, Bhubaneswar 100 100 6
2 Institute of Medical Science & SUM Hospital
Kalinganagar, Ghatikia, Bhubaneswar
100 100
3 Kalinga Institue of Medical Science
Patia, Bhubaneswar 100 100
4 Gandhi Dental College Bada Raghunathpur, BBSR
50
The state has also proposed for the construction of new medical colleges under the PPP model
Districts Private Organisation
1 Bhubhaneshwar (AIIMS like) In process
2 Keonjhar Sahaya Foundation
3 Kalahandi In Process
4 Koraput NACO
5 Sundargarh MOL
6 Rourkela Hi-tech
IV. Recruitment, Sanctioned Posts & Vacancies
A. Regular Employees
The Orissa Public service commission is looking after the state regular staff recruitments. The OPSC Is
is doing the process annually with selection of all cadres against the sanctioned posts. Besides this
the directorate is also recruiting the state contractual staff. The percentage of state contractual staff
recruitment is more than the regular staff because of the lengthy recruitment process of OPSC done
annually. To cope up with the elongated selection procedure the state is giving temporary (ADHOc)
post to the recruited personnel from OPSC, so that once the files have been approved then the state
merges him/her as a regular staff under state cadre. The state is also having a specific Human
Resource cell for hiring of the regular staff at the state level
1. Medical Officers & Specialists: The recruitment of government medical officers is done
through the state public service commission. The state is appointing doctors regularly but
the process again takes a lot of time & can extent up to 1 year.
Sl. No District Sanc. Vacant
1 Angul 133 71
2 Balasore 184 58
3 Baragarh 135 51
4 Bhadrak 116 51
5 Bolangir 161 30
6 Boudh 56 28
7 Cuttack 224 39
8 Deogarh 51 30
9 Dhenkanal 140 73
10 Gajapati 83 31
11 Ganjam 269 102
12 Jagatsinpur 110 54
13 Jajpur 142 60
14 Jharsuguda 67 33
15 Kalahandi 175 72
16 Kandhamal 145 66
17 Kendrapara 118 71
18 Keonjhar 198 65
19 Khurda 283 70
20 Koraput 165 55
21 Malkangiri 88 42
22 Mayurbhanj 271 64
23 NawarangPur 116 67
24 Nayagarh 126 68
25 Nuapada 70 30
26 Puri 166 71
27 Rayagada 121 50
28 Sambalpur 146 30
29 Sonepur 76 14
30 Sundargarh 227 64
Total 4362 1610
2. Paramedical & Nursing: The state is appointing nursing and paramedical staff regularly in
the state .Although the recruitments are less for the paramedical staff but more in the case
of staff nurses.
S.no District Staff Nurse Pharmacist Radiographer MPW(M) ANM
S V S V S V S V S V
1 Angul 70 14 52 18 6 6 115 92 202 32
2 Balasore 89 5 95 1 7 0 208 136 352 21
3 Baragarh 41 12 62 25 4 3 145 128 247 23
4 Bhadrak 54 2 65 15 1 0 134 112 178 -23
5 Bolangir 80 12 72 2 5 1 166 4 271 17
6 Boudh 25 16 16 3 1 0 44 28 76 13
7 Cuttack 121 27 101 9 6 0 259 79 395 35
8 Deogarh 22 5 13 4 1 0 35 28 50 1
9 Dhenkanal 87 25 64 23 6 4 126 110 206 27
10 Gajapati 38 18 33 3 2 1 120 100 158 21
11 Ganjam 138 44 130 8 10 9 343 279 535 55
12 Jagatsinpur 20 -13 50 14 3 3 92 74 189 -19
13 Jajpur 43 3 74 4 4 1 179 26 322 50
14 Jharsuguda 29 4 23 1 3 3 52 47 81 1
15 Kalahandi 99 13 78 4 7 1 178 8 282 7
16 Kandhamal 59 10 65 9 7 4 142 126 187 14
17 Kendrapara 55 10 57 15 3 1 121 108 273 32
18 Keonjhar 78 10 89 2 6 4 221 125 376 0
19 Khurda 138 24 96 18 10 5 188 166 289 15
20 Koraput 95 34 83 3 6 5 190 178 360 8
21 Malkangiri 40 5 57 6 5 3 83 83 175 11
22 Mayurbhanj 130 4 133 31 6 4 264 210 666 9
23 NawaraPur 30 1 57 4 2 0 142 35 315 12
24 Nayagarh 90 14 54 23 5 3 145 126 187 10
25 Nuapada 31 5 31 0 4 0 75 0 113 2
26 Puri 110 28 82 12 7 4 188 164 288 63
27 Rayagada 35 7 56 5 2 2 140 129 270 13
28 Sambalpur 81 12 56 10 7 2 120 109 208 20
29 Sonepur 22 8 29 4 2 1 69 58 102 0
30 Sundargarh 131 15 97 12 9 5 241 199 467 24
Total 1950 359 1873 276 138 70 4284 2868 7353 470
B. Contractual Service Providers:
The recruitments are done through open advertisements in the local newspapers. Then the
shortlisting of candidates is done by the HR cell for NRHM. These shortlisted candidates have to
through a 3 phased or a 4 phased manner of recruitment (depending on the type of staff required).
This 4 phased recruitment process includes
1. Written test
2. Computer Test
3. Group Discussion
4. Personnel Interview
This is step by step procedure in which if the candidate has not scored more than 50 % in the 1st
phase then the person cannot go to the 2nd phase. If the candidates are less, then the process is
shortened by merging the written and computer test but that too only in some cases. This process of
recruitment although looks cumbersome but this whole process is completed in only 1 month for
every advertisement done at the state level. This efficacy is just because of the HRD cell being
created for the NRHM contractual Staff. In this process of recruitment only one external agency is
hired for the data entry operators and supporting staff otherwise the database is maintained and
shortlisted by HRD cell.
The recruitments are also done as per Orissa reservation act in which 39% of the seats are under the
SC/ST quota and remaining nearly 60 % of the seats are under the general category.
1. Doctors and Specialists: All medical officers are recruited at the state level by the HRD cell
except for the RTI/STI doctors and NCD cell doctors, which are recruited at the district level.
In this process the Chief District Medical Officer acts as a recruiting authority at the district
level. In this process of decentralised recruitment, the district can also demand assistance
from the state by sending consultants in the interview panel.
Issue: Although the district Level recruitment is done at the district level but there is no
supervisory authority to check the fairness of the recruitment procedure. The frequency of
demanding state assistance is also found to be very less.
2. Nurses & Paramedics: The shortages of staff nurses is taken into care at the district level
only. The districts can appoint human resource by the local body selection criteria. In some
cases, if the person cannot be merged into the same district then adjacent district can be
taken as a place of posting.
V. Deployment of Human Resources
There are 145 FRUs in the Orissa out of which only 45 are functional with adequate facilities. Out of
this 145 FRUs , 5 FRUs don’t have any specialist in the facility, 12 are without gynaecologist and 11
are without anaesthetist. There are also 81 FRUs without the sanctioned posts of anaesthetist; the
shortage of the anaesthetist is taken care by the contractual specialists appointed at these facilities.
Sl. No
District Block
High Focus / Non High
Focus District
MO O&G
Emoc Trained
Doctor (IP)
Anaesthetist
LSAS trained (IP) S V S V S V
1 ANUGUL 5 HF 22 7 8 4 1 5 3 2
2 BALASORE 6 NHF 11 0 11 0 0 3 2 2
3 BARGARH 5 HF 12 2 7 1 0 3 2 3
4 BHADRAK 7 NHF 11 3 8 -1 0 1 0 4
5 BOLANGIR 5 HF 20 1 10 2 1 4 3 1
6 BOUDH 1 HF 6 2 2 1 0 1 1 0
7 CUTTACK 7 27 2 11 2 0 4 0 5
8 DEOGARH 1 HF 9 5 2 2 0 1 1 0
9 DHENKANAL 4 NHF 24 15 10 0 1 3 2 0
10 GAJAPATI 2 HF 11 4 3 1 0 1 0 0
11 GANJAM 11 NHF 2 -16 15 4 3 4 0 0
12 JAGATSINGPUR 4 NHF 38 13 5 2 0 1 1 2
13 JAJPUR 6 NHF 7 2 7 0 0 2 1 5
14 JHARSUGUDA 2 HF 9 6 3 2 2 1 0 1
15 KALAHANDI 5 HF 23 1 9 5 1 5 4 2
0%
10%
20%
30%
40%
50%
60%
70%
80% 73%67%
60% 58% 56%53%
44%40% 39%
35% 34%30% 30%
0% 0%
Percentage Vacant
16 KANDHAMAL 5 HF 19 0 8 2 1 3 3 4
17 KENDRAPARA 7 NHF 14 4 8 1 3 1 0 2
18 KEONJHAR 4 HF 21 7 8 3 1 3 3 3
19 KHURDA 6 NHF 15 1 6 -3 0 1 -3 3
20 KORAPUT 5 HF 18 2 8 4 0 3 2 0
21 MALKANGIRI 3 HF 10 -5 4 0 1 1 1 1
22 MAYURBHANJ 9 NHF 32 5 15 4 0 5 3 7
23 NABARANGPUR 4 HF 10 2 5 4 0 2 1 0
24 NAYAGARH 4 HF 13 8 5 0 0 3 1 1
25 NUAPADA 2 NHF 28 14 3 1 0 1 1 0
26 PURI 5 HF 16 2 8 1 1 2 1 0
27 RAYAGADA 3 HF 15 3 5 0 0 3 3 4
28 SAMBALPUR 3 HF 60 17 7 1 0 4 3 2
29 SONEPUR 3 NHF 17 4 4 1 0 1 1 2
30 SUNDARGARH 10 HF 27 6 14 -1 1 5 4 5
Total 144
547 117 219 43 17 77 44 61
VI. Training and Capacity building
Training is being handled by three directorates mutually. The three directorates are the State
institute of health & family welfare then is the directorate of health and family welfare and the last is
from the side of NRHM. The three directorates are having one designated person for synchronising
the training activities at the state level. The state is also using software for the training information
category wise & to access the training load. Initially this software was meant to feed in only the
training information but now, the state is trying to implement it as a quality checking parameter for
the training. The software named ITEM is used
Action Point Status as On 31.12.2012
1 Skill Birth Attendant (SBA)
Staff Nurses 3099
ANM 4539
LHV 667
2 EmOC MO 38
3 Life saving skills in Obs.
Anaesthesia (LSA) MO 128
4 RTI/STI
MO 537
Staff Nurses 1940
ANM 3962
LHV 1436
5 MTP MO 291
6 IMNCI ANM 4316
LHV 1197
7 FIMNCI
Specialist 2
MO 203
Staff Nurses 0
8 Immunization MO 0
ANM 0
9 NSSK MO 1468
Staff Nurses 2145
ANM 1145
LHV 303
10 SNCU Specialist 126
Staff Nurses 379
11 Mini Lap MO 126
VII. Remuneration
The salary structures for contractual staff are well defined in Orissa. The consolidated packages have
already been defined for each and every single human resource personnel along with the incentive
packages. The disparities are very less as the state has already created a 13 level structure for the
programme management unit (Annexure 4).The difference in the salary structure of regular and
contractual is also one of the major issues of retaining the skilled health professionals in the state.
State is also trying to merge the contractual staffs into the regular staff cadre. This process has been
initiated by the government of Orissa and is just about to get implemented in the state. The state
will be merging all the contractual posts in regular posts wherever the sanctioned posts are available
and even the state contractual are also taken into consideration. This process although, has not
been initiated, but is under process. The state has already decided to keep the seniority levels as the
basis of their selection procedure. This seniority based selection procedure is taken into
consideration to reduce the biasness between the state contractual and NRHM contractual post, as
the health care providers have a wrong notion of absorbing ADHOC staff first. The minimum serving
period for the regularisation of the post is 6 years.
Issue: In the state the directorate has fixed the base remuneration of 30000 for all contractual
medical officers across the state. Due to this reason, the state is not able to attract the Medical
officers, nor even able to retain them for longer durations.
VIII. Retention Strategy
The state is providing different incentives for the human resources available in the state. The list of
different incentives is enlisted below.
1. Specialist allowance of Rs 3000 has been introduced. Remuneration of the specialist has
been hiked by 30000
2. Incentives for doctors working in KBK regions of Rs 8000 working in the periphery and Rs
4000 district headquarters.
3. Post mortem allowance is introduced.
4. Regular clinical staff would receive 10 % of retainer ship allowance on completion of one
year
5. Hardship allowance under NRHM for Paramedics in V3 and V4 areas.
Beside this the state has also recently enhanced the monthly remuneration for the KBK regions and
Non KBK regions.
Incentives Previous
Remuneration Enhanced
Remuneration
1 Assistant Surgeons in KBK district 18000 24000
2 Assistant Surgeon in Non KBK region 12000 20000
3 PG qualified Doctors posted against Specialist in KBK region 25000 30000
4 PG qualified Doctors posted against Specialist in Non KBK region
20000 25000
5 PG qualified Posted against specialist in SDH and DH of Non KBK regions
15000 22000
6. PG qualified and posted against specialist at the periphery hospitals of Non KBK region
20000 25000
Issue: The less salary package in the above enlisted table clearly demarcates the low salary packages
of medical officers at the state level. Due to this, retention of medical officers and specialists in the
difficult regions has become a major challenge to the state.
The state is also having an issue rationalised remuneration of contractual staff across the state. Like
if the salary of the staff nurse is 15000, after 5 years, the salaries are revised due to which the base
salary increases to 20000. The nurses having 15000 salaries working for 5 years gets maximum 5% of
retainer ship allowance, this created a difference of salary structures between the old and
experienced staff with the fresher’s recruited.
IX. Health Human Resource Information System
The state is having their own software for the management of data related to human resources in
health. The software named as HRMIS is able to collect data on each contractual staff. The software
is good for maintaining the data base as well as to identify the HR gaps that too facility wise. The
state has initially started this software just to manage the database but now the software is used for
the facility wise data which is updated monthly till the facility level.
The directorate is also having one more Human resource management information system, which is
named as HRMS (Human Resource Management system). This software has been funded by DFID.
This unique software was meant for the database of regular staff and state contractual only but now
the software is collecting information related to NRHM contractual staff also. The approach of the
software is Employee Life Cycle Approach, will be capturing the employee data in a dynamic real-
time basis through the proposed system right from the stage of the recruitment of the employee to
the stage of her retirement (in fact, even for post-retirement pension related issues) all the relevant
facts in connection with the employee will be recorded in the proposed database.
The state is also having GIS software meant for the planning purposes. The software can track down
the facility wise data just in one click for the infrastructural planning and human resource planning
also specially for the underserved areas. The data used in the GIS software is the HMIS data . The
data is updated in every month.
Issue: Although the state has developed separate software’s for collecting the information of the
contractual as well as the regular staff separately but integration levels of these 2 software’s was still
a question and cannot be identified at the state level.
X. Workforce Management
A. Regular Staff: The transfer and postings are overseen by the directorate, but there are no clear
transfer and posting policies at the state level. The promotions are still dependent on the length of
the service for majority of cadres at the state.
B. Contractual Staff: The state not having any policy for the transfer of the contractual staff. Earlier
the staffs were transferred only after the completion of three years of tenure subject to the vacancy
in that particular facility but now the process has changed. The Contractual staffs are not having any
provisions for the transfers. Only mutual grounds are taken into consideration for the transferring of
the human resource personnel like an ANM can be transferred to another place only when the other
ANM is willing to get transferred.
The terms of reference have been defined for all the categories under the contractual service
providers, including the State Programme Management Unit as well as the DPMU unit. Appraisals
are done on quarterly and annual basis. The state was earlier having incentive schemes for the
different cadres of human resource personnel but now the state is having quarterly performance
appraisel system in which the personnel is appraised for that particular quarter. Annually they are
having only 11 months contract, for which they are providing the 5% retainership allowance to that
particular service provider. In quarterly basis appraisal the performance incentive can go upto 20 %
of the base remuneration.
XI. Management Cadre
A. Regular Management Cadre : At the state level director heads the directorate and every
division or programme is having individual project director. At the district level the CMO is
heading, accompanied by different programme managers for different departments.
B. Contractual Management Cadre : The SPM ,DPM and BPM units are fully functional for the
help and support of NRHM activities in the state.
The selection procedure includes the state selection committee at the state level for SPM
unit and DPM unit. The BPM unit recruitments are done by the CMO at the district level in
which district collector is also the part of district selection committee.
XII. Para-Statals
1. State Institute of Health and Family Welfare
2. SHSRC Odisha
3. IIPH Bhubhaneshwar
Action Points
Immediate
1. The state has to revise the salary structures of the contractual Medical Officers at the state
level. The salaries have to be revised for both medical officers as well the specialists as the
retention of these medical officers is still an issues for the KBK regions and V4 regions also.
2. Organising the immediate recruitment strategy for medical officers in which the state can
directly recruit medical officers from the medical colleges with 2 year bonding to serve in
rural areas.
3. Immediate creation of sanctioned posts in the facilities which are designated as FRUs. The
sanctioned posts of anaesthetist should be an immediate step along with its recruitments.
4. Ensuring the availability of anaesthetist, gynaecologist and paediatrician at the FRU level and
facilitating the infrastructure and capacity building of the human resource personnel. The
state has to even rationalise the postings at the FRU and 24X7 PHC levels.
5. To develop the transfer policies in the state for the contractual service providers. The human
resource working in the difficult region after 5 years must be allowed to work in the urban
areas. Right now the transfers are on mutual grounds but it should be taken based on policy.
6. The state can think about providing trainings to the contractual staff specially in the case of
medical officers in which the state can have a bond of 3 years for serving 2 years in that
particular facility and 1 year in different facility.(So that he/she can train other person in the
same skills)
Mid Term
1. Rationalization of remuneration across the State
2. Rationalize TOR for all key position across the state.
3. Development of promotion policies for the contractual staff(except for regularising)
4. Integration of HRMIS (contractual staff) and HRMS (Regular staff) is also important for better
management of human resource and dispersion of skilled health professionals.
Long term
1. Creation of adequate number of regular posts for health facilities-existing and to be created
2. Creation of adequate number of health facilities.
Annexure 1
Hierarchical Structure of PMU at all levels (STATE/DISTRICT/BLOCK)- 2013-
2014
Annexure 2
HR Best practices undertaken by OSH&FW Society.
LEVEL – 4
LEVEL – 6
Rs. 28,600/-
Base Remuneration
Rs. 6,760/-
Rs. 8,450/-
Rs. 15,600/-
Rs. 20,800/-
Rs. 23,400/-
Rs. 36,400/-
Rs. 41,600/-
Dy. Programme Manager (Cat.2)
LEVEL – 7
LEVEL – 9
LEVEL – 2
LEVEL – 3
LEVEL – 12
LEVEL – 11
LEVEL – 5
Sr. Prog. Asst
STATE DISTRICT BLOCK
State Finance Manager
LEVEL – 1
Drivers
Asst Progamme Mgr (Cat.1)
Cat,1)Associates
Asst Progamme Mgr (Cat.1)
Asst Progamme Mgr (Cat.2)
Drivers
Rs. 13,000/-
LEVEL – 8
Sr. Prog. Asst
Sr. Prog. Asst
Jr. Prog. Asst. (Cat.1)
Administrative Asst. Administrative
Asst.
Administrative Asst.
Programme Manager
(Cat.2) *
LEVEL – 13
Support Staffs Rs. 5,772/-
Dy. Programme Manager (Cat.1)
Rs. 31,200/-
Dy. Programme Manager (Cat.1)
Joint Programme Manager
Clinical
Asst Progamme Mgr (Cat.2)
Programme Manager
Sr. Programme Manager
Sr. Programme Manager
Joint Programme Manager
Clinical
State Programme Manager
Rs.42,000/-
Rs. 44,200/-
Rs. 46,800/-
LEVEL – 10
Rs. 13,000/- Jr. Prog. Asst. (Cat.2) Jr. Prog. Asst. (Cat.2)
Jr. Prog. Asst. (Cat.2)
Jr. Prog. Asst. (Cat.1) Jr. Prog. Asst. (Cat.1)
1. Blended payment-fixed component and fluctuating component.
Composite indexing-for the whole of the district .
2. Campus recruitments from premier institute like IIHMR
3. HRMIS-Where the basic data of all the employee is available
4. GIS based tracking for the employees.
5. Revision of remuneration as per the demand supply theory w. e. f .01/04/2011
6. Performance Appraisal System both Quarterly & Annually leading to payment of performance
incentive and renewal of contract.
7. Payment of incentive to those working in V3 / V4 & KBK / KBK+ districts.
8. Closed User Group (CUG) SIM for Health Service Providers.
9. Payment of annual increment/ retainership allowance .
10. Online testing for performance appraisal in respect of some categories of staff.
11. Career progression of the in-house employee.
12. Transparent and Web-based recruitment process
13. e-Despatch.
14. Maintenance of a panel for immediate response to manpower requirements.
15. Trainings and exposure visits for capacity building.
16. Ensuring payment of remuneration etc to all staff of SPMU/DPMU/BPMU by 10th of every
month through e-transfer.
17. The service conditions of staff engaged on contractual basis under the Mission are guided by
the HR norms of Odisha State Health & FW Society.
18. Implementation of ORV Act in all contractual engagements under OSH&FW Society.
N.B: All employees engaged under NRHM, Odisha are contractual in nature. Initially they were
engaged for a term of 2 years, then of 1 year and now of 11 months subject to extension on review
of their performances. The posts against which appointments made are never grouped as A,B,C & D
but categorized as Level-1,2,3,,,,,12. The policy of reservation for SC & ST adopted by the State was
not followed in case of the contractual employees of NRHM. However, the Executive Committee of
OSH&FW Society in its 23rd meeting held on 09.07.2012 has considered the issue and decided to
follow the reservation policy in all future appointments.
2. Campus recruitments from premier institute like IIHMR
Campus recruitment endeavor have been taken for selecting good & eligible candidates
on spot for recruiting hospital managers of District Headquarter hospitals of the State.
3. HRMIS-Where the basic data of all the employee is available.
NRHM Odisha has developed a web based Human Resource Management Information
System under which the basic information relating to all the employees at State and
District is available. The Employee data is being updated at each quarter and the
updated data is being used for HR
management and Planning.
Features
Profile Management of all
contractual staffs
Renewal Management
Performance Appraisal
Management
Leave Management
Remuneration Management
Employee GIS
The data is updated on monthly basis and the same is being utilized for filling up the
vacant posts & keeping a track of all the employees recruited under NRHM
4. GIS based tracking for the employees.
NRHM Odisha has also developed a web
Employee GIS under which location based
tacking of NRHM employees can be done by
simple mouse click over any institution across
the State.
5. Revision of remuneration as per the demand
supply theory w. e. f .01/04/2011
6. Performance Appraisal System both Quarterly &
Annually leading to payment of performance
incentive and renewal of contract.
Every employee should undergo service contract with the Society at the time of joining.
All contracts will be subject to review & renewal on an eleven months basis or as
decided from case to case to basis by a Committee known as Contract Renewal
Committee. The same requires post facto approval of the Executive Committee.
Accordingly, proposals for review and renewal, where ever applicable, should be
submitted at least one month before the expiry of existing contracts.
Performance incentive up to 20% is proposed for all the State level positions, and
composite index in district & block level.
7. Payment of incentive to those working in V3 / V4 & KBK / KBK+ districts.
Incentives: incentives for doctors working in KBK region (Rs. 8,000/- for periphery
and Rs. 4000/-Dist. HQ).
Post mortem allowance is introduced. Regular clinical staff would receive a
retainership allowance of 10% annually on completion of one year as a special
incentive.
Hardship allowance under NRHM for Paramedics serving in Vulnerable areas
(V3&V4).
8. Closed User Group (CUG) SIM for Health Service Providers.
NRHM, under its mission connect scheme provides Closed User Group Connections
to all Health service providers of Department of health and family welfare. The
facilities offered under the scheme are shown below:
9. Payment of annual increment/ retainership allowance .
Contractual employees engaged under society were getting annual increment after
completion of two year from the date of their joining. This eligibility criteria was reduced to
two contract period of 11 months each as per the decision of the Executive Committee of
the society held on 27.07.2010. However, the subsequent increment has been given at an
interval of one year from the previous date of increment. The said process has been
changed in the PIP 2012-13 and a new type of allowance introduce known as retainership
allowance. In which 5% of retainership allowance allowed to all employees of the society
per term of 11 months.
10. Online testing for performance appraisal in respect of some categories of staff.
11. Career progression of the in-house employee.
The following criterion shall be adopted / fixed through which internal / in-house candidates
may get selected to the higher post, if there is a vacancy or a new post is available.
1. The candidate should possess the required qualification and experience for the post suggested to be filled up.
2. He/She should have served for atleast 3(three) years under the OSH&FW Society as contractual employee, however a minimum 5(five) years of experience in the Society for Level-I to Level-III posts and minimum 3(three) years of experience in the Society for Level-IV posts will be required.
3. He/She should have served in the SPMU/DPMU/ BPMU or in any Directorate under H& FW Department and all applications should come through proper channel.
4. He/She should possess an excellent service records and his ranking in the APAR should
not be less than very good at any point of time. There should not be anything adverse against him.
5. The selection process should be an in-house test, as would be conducted for recruitment to similar posts and pass mark being 50% of the total marks. In case of tie in scores, candidates with better rating in the APAR pertaining to the previous post should be preferred and offered the post.
12. Transparent and Web-based recruitment process
For bringing transparency in recruitment process all types of recruitment procedures
and selection results at each level of scrutiny is being uploaded in NRHM official
website for public knowledge.
13. e-Despatch.
e Despatch is a small thought which has immense usability for Government Administrators,
Elected Representative & Citizen. Instead of reengineering the letter dispatch process via
contemporary method, e-Despatch provides a facelift. The e-Despatch application starts on
receipt of final letter and involves 7 simple steps.
Receiving letter pad
Generating Auto Letter number & entry to SW
Assign Subject
Assigning letters to the concerned address
Scanning of letters & conversion to PDF
Work monitoring & assigning letters as per schemes
Letter despatch as per instructions
This smart thought of keeping the Government process intact and still able to make instant
communication at Government has been eye-openers for many e-Governance initiators.
Unlike most e-governance projects, e-Despatch is not a software application rather it can be
treated as an appliance which is operational as well as productive from the very moment it is
implemented.
All types of letters are stored and sent electronically through e-Despatch application from
NRHM Odisha for day to day transactions of letter, notifications, orders, etc.
14. Maintenance of a panel for immediate response to manpower requirements.
While finalizing the candidates for each recruitment a panel is being created, which is valid
up to one year. In case vacancy arises the said post is immediately filled by taking the
candidates from panel reserved for the concerned post instead of undergoing new
recruitment time & again.
15. Trainings and exposure visits for capacity building.
Full time consultants and staff of the Society (including staff on deputation) are encouraged
to take up skill development courses which further their employment prospects, enhance
their skills, and build up Society capabilities. Under this NRHM has sponsored many training
programme viz. CPHM 1 year training course for consultants and programme managers from
State and District, Health management programme at IIHMR, New Delhi and Jaipur, Hospital
management & quality care improvement tranings for Hospital managers and programme
managers, etc.
16. Ensuring payment of remuneration etc to all staff of
SPMU / DPMU / BPMU by 10th of every month through e-transfer.
17. The service conditions of staff engaged on contractual basis under the Mission are
guided by the HR norms of Odisha State Health & FW Society.
The service conditions of staff engaged on contractual basis under the Mission are
guided by the HR norms of Odisha State Health & FW Society. Odisha is perhaps the
only State to have prepared an exhaustive HR Manual detailing various aspects of
HR policies and rules for smooth functioning of NRHM in the State.
18. Implementation of ORV Act in all contractual engagements under
OSH&FW Society.
The Executive Committee of OSH&FW Society, in its 23rd meeting held on
dtd.09.07.2012, had decided that the ORV Act to be followed henceforth for all
contractual recruitments under NRHM, Odisha.
19. HRMIS-Where the basic data of all the employee is available
An Information System which keeps the details of the contractual employee recruited
under the project.
Facilitates Renewal details of service contract of the employee. His / her Leave, Pay &
Performance tracking is made.
Generates Reports at various levels like Vacancy, Renewal, Salary, Performance, Leave
etc of the employee.
20. Performance Appraisal System both Quarterly & Annually leading to payment of
performance incentive and renewal of contract.
Every employee should undergo service contract with the Society at the time of joining.
All contracts will be subject to review & renewal on an eleven months basis or as
decided from case to case to basis by a Committee known as Contract Renewal
Committee. The same requires post facto approval of the Executive Committee.
Accordingly, proposals for review and renewal, where ever applicable, should be
submitted at least one month before the expiry of existing contracts.
Performance incentive up to 20% is proposed for all the State level positions, and
composite index in district & block level.
21. Trainings and exposure visits for capacity building
a. Focus on Public Health
28 MBBS doctors already trained in PG diploma in public health management & 18
will be relieved after completion of training this month.
Training of 20 MBBS doctors in family medicine in progress
b. Training
Training of senior and middle level managers in disaster management at IIPH
Hyderabad
Training of mid-level managers on economic evaluation and cost effective analysis at
IIPH, New Delhi
22. Implementation of ORV Act in all contractual engagements under
OSH&FW Society.
The Executive Committee of OSH&FW Society, in its 23rd meeting held on dtd.09.07.2012,
had decided that the ORV Act to be followed henceforth for all contractual recruitments
under NRHM, Odisha.
Annexure 3
List of District Hospitals with bed strength
Sl. NO.
District Name of the Institution Category Level Sanctioned
bed strength
1 ANGUL Angul - DHH DHH L3 92
2 BALASORE DHH Balasore DHH L3 235
3 BARGARH DHH Bargarh DHH L3 91
4 BHADRAK DHH Bhadrak DHH L3 191
5 BOLANGIR DHH Bolangir DHH L3 184
6 BOUDH DHH Boudh DHH L3 93
7 CUTTACK DHH Cuttack (City Hospital) DHH L3 130
8 DEOGARH DHH Deogarh DHH L3 60
9 DHENKANAL DHH Dhenkanal DHH L3 176
10 GAJAPATI DHH Paralakhemundi DHH L3 111
11 GANJAM Berhampur Head quater Hospital DHH L3 137
12 JAGATSINGPUR DHH Jagatsingpur DHH L3 126
13 JAJPUR DHH Jajpur DHH L3 195
14 JHARSUGUDA DHH Jharsuguda DHH L3 116
15 KALAHANDI Bhawanipatna DHH DHH L3 165
16 KANDHAMAL Phulbani DHH DHH L3 186
17 KENDRAPARA Kendrapara DHH DHH L3 165
18 KEONJHAR DHH Keonjhar DHH L3 160
19 KHURDA Capital Hospital Bhubaneswar DHH L3 547
20 KHURDA DHH Khurda DHH L3 148
21 KORAPUT Koraput DHH DHH L3 158
22 MALKANGIRI DHH Malkangiri DHH L3 125
23 MAYURBHANJ DHH Baripada DHH L3 245
24 NABARANGPUR DHH Nawarngpur DHH L3 122
25 NAYAGARH DHH Nayagarh DHH L3 168
26 NUAPADA DHH Nuapada DHH L3 120
27 PURI DHH Puri DHH L3 271
28 RAYAGADA DHH Rayagada DHH L3 99
29 SAMBALPUR DHH Sambalpur DHH L3 149
30 SONEPUR DHH Soenpur DHH L3 110
31 SUNDARGARH DHH Sundargarh DHH L3 197
32 SUNDARGARH Rourkela Govt Hospital DHH L3 128
