About the Course

A robust quality system includes the structures and processes that support the identification, management, and document of healthcare-related incidents for learning and accountability, as well as concerted efforts to cultivate a strong culture of quality. These are priorities in OCA, OCG, OCBA, and OCB.   

Each OC has developed incident-reporting processes, tools, and resources, reporting remains extremely low.  Poor reporting is driven by two key factors:  low awareness and under-developed skills for incident management, and poor quality culture, which prohibits identification of incidents when they occur.  Incident management skills are often not part of pre-employment training in MSF field settings, and MSF’s current internally-developed training materials for incident management have limited reach, as they target international staff or they require an implementer field visit. 

As MSF moves away from face to face trainings and increases use of self-paced and practical-application-based training, we see an opportunity to provide staff with an accessible training resource on these important topics.  The proposed e-learning would build on a small package of e-learnings developed by the Quality Contact Group in 2020-2021:  

• Fundamentals of Quality Care (knowledge-based) 
  
• Quality Improvement in Healthcare (skills-based) 
  

This e-learning will be the third component, focused on attitude and behaviour change.  Together, this package supports field staff to engage in and lead quality of care initiatives and equips field teams with the knowledge, skills, and attitudes that will enable sustainable quality improvement.

Target Audience

The primary learners will be field-based staff, from both clinical and non-clinical backgrounds. The material presented in this e-learning will be applicable – but not limited – to Medical Coordinators, Medical Activity Managers, Nurse Activity Managers, Project Managers, Heads of Mission, Nurses, Physicians, Field Managers, and those working at all levels of field-based care delivery, medical quality, operations, and human resources.  Other learners will include headquarters staff in the medical, operations, and human resource departments, as well as staff in other roles who are interested in quality of care. 

Duration

3-4 hours

Learning Objectives

To equip the learner with skills and confidence to:  

• Describe culture of quality and explain its importance for healthcare and for MSF.  
  
• Describe contributors to a strong culture of quality and examine elements of quality culture in MSF / their field project – both individual and organizational.  
  
• Understand principles of behavior change as they apply to culture of quality and incident response.  
  
• Adopt behaviors that are consistent with a strong culture of quality.  
  
• Define healthcare related incidents.  
  
• Characterize healthcare related incidents, according to: 
  
  • Severity (adverse medical events, near-misses, no-harm incidents) 
  • Types of incidents
• Understand and describe the scale of healthcare incidents and the impact of unsafe care (to understand why this is a priority as part of risk management, including organizational risk). 
  
• Apply and promote actions for management of incidents across a range of contexts. 
  
  • Identification
  • Management: immediate risk management, application of QI methods in response to a medical incident (root cause analyses, improvement planning) 
    
  • Reporting: understand why we report; depending on software capabilities, naming OC-specific procedures for incident reporting  
    
  • Implementation of actions for improvement  
    
  • Notification of other systems as needed (discipline, professional misbehavior, RBU)  
    
  • Understand staff roles & responsibilities that transcend reporting
• Describe the importance of disclosure to patients and apply this practice in culturally-adapted ways 
  
• Understand the impact of healthcare related incidents on staff and implementing measures to minimize sequelae for secondary victims

List of Contents

1. Welcome to this Course
   
2. Patient Safety Culture
   
3. Behaviour Change and Patient Safety Culture
   
4. Healthcare Related Incidents
   
5. Managing Healthcare Related Incidents
   
6. Learning from Healthcare Related Incidents
   
7. Disclosure to Patients and Caregivers
   
8. How Healthcare Workers are Affected by Incidents
   
9. Wrap Up

Methodology

Self-paced e-learning modules, videos, games, exercises, and self-reflection questions

Evaluation

Via end-of chapter quizzes.

Certification

Badge

Enrolment

Self-enrolment

About the Course

Participants will be coached (group mentoring) as they carry out the monthly payroll process to ensure the quality and accuracy of payroll data and payments in their project/coordination base, in order to meet OCG quality standards in their assignment.

Target audience

The training is open to OCG Human Resources staff with regular responsibilities in the payroll process, who wish to strengthen their technical skills and/or make improvements to their local process and organisation. Participants must have a minimum of 2 months' experience in payroll execution, with a Homer skill level of "autonomous", since this is not a Homere training.

The participants must have active responsibilities in the preparation, encoding and verification of payroll during the training period as the content and learning will be based on the work done during the mentoring period.

Priority will be given to the following groups when demand exceeds the number of available places:

HR Assistants, HR Project Managers,

Personnel Administration Managers.

Other HR staff who are succession managers or have relevant and identified training or development needs.

Learning Objectives

At the end of the course, participants will be able to:

Explain how the legal and compensation principles the payroll process of the MSF OCG underpin and mitigate key risks.

Carry out all the key steps in the payroll process and be aware of the roles and responsibilities of the different actors.

Identify adjustments that will improve their own practice in their local context.

List of Contents

Participants will be coached (group mentoring) as they carry out the monthly payroll process to ensure the quality and accuracy of payroll data and payments in their project/coordination base, in order to meet OCG quality standards in their assignment.

Focus will be driven by the participant profile, experiences & needs and will include:

1.       Identification of the main principles, roles and responsibilities for the Homere/ Payroll Process

2.       Define documents needed, where to obtain them & check validations

3.       Encode & verify in Homere

4.       Control and correct the payroll at project and mission level

Methodology

Training Approach : Self-study - short videos, reading. 6 online virtual classroom sessions during work time: to share experiences and issues related to the assignment, learn from each other and from referents at HQ. Short presentations, group discussions and debates, practice in the tools. Chat and forums between participants during their monthly payroll process.

Evaluation

Active participation in the forum, pair exchanges and virtual classes is necessary to complete the course. Completion of mandatory course activities with a minimum score of 80% in the quiz(s) to receive the badge and course certificate.

Certification

A certificate of achievement is available in this course, as well as a badge.

Enrolment

"Payroll Process OCG - Collective Mentoring" is a tutored and synchronous course and it is subject to an announcement and a selection committee. Only participants validated will receive the enrolment key. So you have to register for an edition - see the calendar on the OCG Learning Offer.

For more information contact Learning.GVA@geneva.msf.org.

About the Course

**EXTERNAL training:

Selected and identified by OCBA

6  weeks 2-4 H pwe week

Course is FREE, only certificate is paid; €127

Applications before starting

EN

This training has been developed by Indian Institute of Management Bangalore.

In this course you will learn to be a better manager by developing leadership and communication skills designed to turn first time managers into great team leaders.

Considerations external training:

• Since these trainings were created outside of MSF, MSF will not offer Tembo badges for these courses.  In some cases, individual courses may offer their own certificate or other recognition when you finish the course. Tembo will NOT be responsible for the registration, operation, support, or certification of the course because it is an external platform.
  

• Remember that the completion of external online training does not exempt you from following MSF standards, protocols, procedures, policies or Codes of Conduct of the organization. 
  

• If you have doubts about which course might be best for you or would like more information about accessing online training, please speak with your line manager/HR and ask for help. 
  

About the course

The People Management Learning Programme (PMLP) is a combination of different resources and learning processes aimed at supporting MSF Supervisors and Activity Managers in developing necessary people and team management competences along the different phases of their professional progression as supervisors/managers. 

The PMLP is a self learning programme that aims to support MSF Supervisors and Managers in developing the necessary people management competences since the beginning of their role in managing people.

This Initiate phase covers the key topics and provides the basics of the role getting familiar with MSF people management processes, tools and policies related to MSF principles and values. 

Target audience

The Initiate self-learning stage of the programme is  highly recommended for first-time Supervisors & Managers in MSF, recruited or promoted staff, and available for all other people that wish to improve people management competencies. For the rest of learners, you can plan your own learning path depending on own background, experience and situation.

Duration

10 hours

Methodology

This programme is an initiative that counts on learners to take the ownership in their own development in the role of supervisor / activity manager. It is also based on the idea of building competences through self-learning and learning on-the-job while performing own role. This will allow you as a learner to reflect on your own performance, to readdress certain dynamics, to highlight the good practices and to go in depth in topics related with managing people and teams. Your involvement and motivation are fundamental.

Certification

Participants will receive a certificate and a badge on People Management Initiate course upon completion of all the modules of the programme.

À propos du cours

People Management pour les Activity Managers vise à renforcer les compétences des Activity Managers pour jouer pleinement leur rôle de leader dans leur département et soutenir les superviseurs de première ligne dans le développement de leurs compétences. Il s’agit d’un atelier en ligne, avec un travail de préparation, des sessions plénières hebdomadaires et du travail individuel et en groupe. Les participants ayant terminé le cours avec succès seront invités à postuler à un atelier d'application en présentiel. Le programme est accessible par un processus de candidature, ou sur invitation. La salle de classe n'est pas accessible aux apprenants qui ne sont pas inscrits à cet atelier.

Public cible

Ce cours s’adresse aux Activity Managers, avec au moins six mois d’expérience, et gérant au moins un superviseur, et qui souhaitent mieux jouer leur rôle de leader dans leur département et mieux soutenir le développement des superviseurs de première ligne.

Validation

Le cours est validé par OCB.

Durée

2 mois (entre la réunion de lancement et la fin des devoirs); Après un travail de préparation de 5 heures, les participants consacreront 6 heures par semaine pendant 5 semaines à leurs apprentissages (3 h de travail personnel, 3 h de plénières en ligne).

Objectifs d'apprentissage

À la fin de cet atelier, vous serez mieux capables de:

• Manifester les valeurs de management de MSF-OCB dans la manière dont vous vous managez et managez les autres;
• Reconnaître les rôles et dispositions d’esprit des superviseurs et des responsables d’activité;
• Utiliser le cycle de développement de l’employé pour structurer votre pratique de management des personnes;
• Mener à bien la supervision du staff et expliquer en quoi cela contribue à la réalisation des objectifs de l’organisation;
• Soutenir l’autonomie et le développement d’un superviseur avec des techniques de mentorat et de coaching ainsi qu’en délégant quand c’est approprié;
• Créer et faire vivre une équipe ayant une identité, des valeurs et des objectifs communs ;
• Reconnaître les réponses personnelles aux conflits interpersonnels et leur impact sur ces conflits;
• Résoudre les situations de conflit interpersonnelles à la fois directement ainsi qu’en soutenant les superviseurs lorsqu’ils font face à des situations de conflit dans leurs équipes;
• Diriger son équipe au cours d’un changement majeur d’organisation des activités en impliquant et en consultant les membres de l’équipe.

Liste du contenu

Semaine 1

• Introduction et construction du groupe d’apprenants
• Notre relation aux valeurs MSF
• Notre rôle comme Activity Manager chez MSF
• Rôles du Poeple Manager
• Structurer la supervition (leadership centré sur l’action et système de gestion de la performance)
• Construire un accord avec mon équipe

Semaine 2

• 3 types de supervision 
• Cycle de vie de l’employé- avec focus sur les objectifs
• Entretenir la confiance avec les membres de l’équipe- réunions individuelles
• Leadership situtationnel
• Delegation
• Feedback

Semaine 3

• Donner du feedback de qualité
• Leadership situationnel- construire la compétence et la confiance en soi des membres de l’équipe
• Prévenir le micro-management
• Etapes de développement de l’équipe (modèle de Tuckmann)
• Différentes dimensions de l’équipe (GRPI)

Semaine 4

• Renforcer la cohérence de l’équipe
• Soutenir le développement de l’équipe
• Explorer nos attitudes face au conflit

Semaine 5

• Processus de gestion de conflit
• Changement et transitions
• Planifier les prochaines étapes et clôture de l’atelier

Méthodologie

• Etude individuelle (documents à étudier et autres ressources disponibles pour approfondir)
• Travaux individuels et en groupe entre sessions plénières
• Sessions plénières, incluant des échanges en sous-groupe

Certification

Les participants recevront un badge et un certificat après avoir terminé tous les travaux.

Inscription

Les personnes intéressées peuvent postuler en suivant le processus indiqué dans l’annonce du cours, disponible sur le Sharepoint de l’unité L&D de MSF OCB. (contactez learning-ocb@brussels.msf.org en cas de besoin). Les participants seront sélectionnés par une Comité de Sélection et les organisateurs leur donneront accès au cours.

About this resource

The People Management Training Plans Library is a collection of training plans for People Management related modules, that were designed mostly either by the Learning Officer or L&D Managers on the field. If you are designing a learning event for People Managers, you will find there training plans on different topics that you are welcome to use and adapt to your needs. A Forum to share experiences suing them is also available. 

Target audience

This Library is for anybody designing learning activities for People Managers: L&D Managers, HRCos, HR Managers, Line Managers…

Duration

Learners are invited to consult the Library according to their needs so there is no set duration for the course.

Learning objectives

To provide L&D professionals and other staff involved in People Managers' development with materials for learning activities. 

List of contents

People Management training plans on all topics relevant for People Managers development.

Methodology

In general, learning activities are structured according to adult learning principles and foster participation, self-reflection and exchange of experiences. 

Evaluation

There is no evaluation of learners' progresses. 

Certification

Consulting the library will not award you a certificate. 

OC Validation

The source of materials (and from which OC it comes) is indicated for each resource. The space itself is maintained by OCB

About the Course

مرحبًا بك في الدورة التدريبية لإدارة الأداء المقدمة من منظمة أطباء بلا حدود الهولندية. هذه الدورة التدريبية مخصصة لجميع الموظفين (المقر الرئيسي، البعثات) لتقديم نظرة عامة عن دورة إدارة الأداء، والمفاهيم الرئيسية، والأدوات التي يجب أن يستخدمها موظفو أطباء بلا حدود.

كيفية التسجيل

هذه الدورة التدريبية مفتوحة لجميع موظفي منظمة أطباء بلا حدود. انقر على زر تسجيل لبدء الدورة.

الشهادة

يمكنكم الحصول على وسام/شارة يدل على إكمال هذه الدورة التدريبية بعد الانتهاء منها.

لمن هذه الدورة؟

جميع المتعلمين على منصة تيمبو (Tembo)

مدة الدورة التدريبية

ساعة

Learning Objectives

يجب إدراك سبب تنفيذ إدارة الأداء والفوائد التي ستجلبها، إلى جانب استيهاب مفهوم دورة إدارة الأداء والخطوات التي تنطوي عليها والقائمة على أربعة أركان.أن تكونوا قادرين على فهم الهدف من الوظيفة والغرض منها في نظام إدارة الأداء، بالإضافة إلى القدرة على استخدام أداة إكسل (Excel) لتعبئة النماذج بشكل مناسب.

List of Contents

About the Course

*EXTERNAL TRAINING:

• Selected and identified by OCBA

• EN

• FREE only certificate is paid. This is not an MSF certificate

• 4-5H 

Training developed by OSHA TRAIN. In this training the learner will understand the types of PPE.

Know the basics of conducting a "hazard assessment" of the workplace.

Select appropriate PPE for a variety of circumstances.

Understand what kind of training is needed in the proper use and care of PPE.

Considerations for external training:

• Since these trainings were created outside of MSF, MSF will not offer Tembo badges for these courses.  In some cases, individual courses may offer their own certificate or other recognition when you finish the course. Tembo will NOT be responsible for the registration, operation, support, or certification of the course because it is an external platform.

• Remember that the completion of external online training does not exempt you from following MSF standards, protocols, procedures, policies or Codes of Conduct of the organization. 

• If you have doubts about which course might be best for you or would like more information about accessing online training, please speak with your line manager/HR and ask for help. 

About the course

Pharma Essential 1 is a training to introduce pharmacists to the management of a pharmacy within OCP. It includes recommendations concerning selection, quantification & forecasting, supply, storage, distribution, clinical pharmacy and monitoring of pharmacy activities.

This course includes 7 e-learning modules covering the medicines management cycle & your role as pharmacist within this cycle.

Target audience

• For first mission OCP pharmacists, we highly recommend that you complete the modules before your departure or at the beginning of your first mission.
• Some modules are not only for pharmacists but also MedRef, HeadNurse, pharma supervisors, we recommend these profiles to follow this course as well.

Duration

Learning objectives

• Ensure correct pharmacy organisation respecting MSF guidelines, procedures and tools adapted to the context (project and/or country).
• Create and maintain the medical standard list (MSL) based on project activities.
• Forecast project needs in accordance with planned activities & to create orders.
• Identify the steps of supply processes and MSF quality assurance processes.
• Understand GSDP, corrective and preventive actions (CAPA) and the management of specific stock (cold chain, dangerous goods, expired & damaged products).
• Understand how to organise medicines & materials in wards/services.
• Discover the basic principles of clinical pharmacy & consumption analysis within MSF.
• Monitor the quality of the pharmacy activities in place.

Methodology

Certification

Enrolment

Release and update

July 2025

Technical considerations