title: Needs assessment for performance improvement of personnel in charge of epidemiological surveillance in Morocco.
abstract: BACKGROUND
  In line with the International Health Regulations (IHR 2005), the Morocco health surveillance system has been reinforced via infrastructure strengthening and decentralization in its regions. To plan for personnel capacity reinforcement actions, a national workforce needs assessment was conducted by the National Epidemiological Surveillance Service and the World Health Organization.
  
  
  METHODS
  The assessment used an ad-hoc method comprising two stages: (1) A survey via a standardized electronic questionnaire, administered to all staff in regional and provincial surveillance teams. Data collected included demographics, basic qualification, complementary training, perceived training needs, and preferred training modalities. Individuals were asked to grade, on a nine-point scale, their perception of importance of a given list of tasks and of their capacity to perform them. The gap between perceptions was quantified and described. (2) Field visits to national, regional and provincial sites for direct observation and opinion gathering on broader issues such as motivators, barriers, and training needs from the local perspective.
  
  
  RESULTS
  Questionnaire respondents were 122/158 agents at 78 surveillance units countrywide. Mean age was 43.6 years and job longevity 5.7 years. Only 53% (65/122) had epidemiology training, posted in 62% (48/78) of the structures. Self-assessed capacity varied by basic qualification and by structure level (regional vs. provincial). The gap between the importance granted to a task and the perceived capacity to perform it was sizable, showing an uneven distribution across competency domains, regions, surveillance level and staff's basic qualification. From the opinions gathered, a problem of staff demotivation and high turnover emerged clearly.
  
  
  CONCLUSIONS
  Our method was successful in revealing specific details of the training needs countrywide. A national strategy is needed to ensure rational planning of training, personnel motivation and long-term sustainability. In terms of training, an innovative program should target the specific needs per group and per region.
authors.affiliation: Global Capacities, Alert & Response, World Health Organization, Lyon, France.
authors.forename: Gerardo
authors.initials: G
authors.lastname: Priotto
authors.affiliation: Service de Surveillance Epidémiologique, Direction d'Epidémiologie et Lutte Contre les Maladies (DELM), Rabat, Morocco.
authors.forename: Ahmed
authors.initials: A
authors.lastname: Rguig
authors.affiliation: Service de Surveillance Epidémiologique, Direction d'Epidémiologie et Lutte Contre les Maladies (DELM), Rabat, Morocco; Centre Hospitalier Universitaire Ibn Sina, Service de Pédiatrie, Faculté de Médecine et de Pharmacie, Université Mohammed V - Souissi, Rabat, Morocco.
authors.forename: Moncef
authors.initials: M
authors.lastname: Ziani
authors.affiliation: Global Capacities, Alert & Response, World Health Organization, Lyon, France.
authors.forename: Anouk
authors.initials: A
authors.lastname: Berger
authors.affiliation: Global Capacities, Alert & Response, World Health Organization, Lyon, France.
authors.forename: Pierre
authors.initials: P
authors.lastname: Nabeth
mesh_terms: D062665:Epidemiological Monitoring; D006282:Health Personnel / Q000193:education* / Q000523:psychology*; D006801:Humans; D009018:Morocco / Q000453:epidemiology; D009042:Motivation; D020380:Needs Assessment; D011634:Public Health / Q000193:education; D011795:Surveys and Questionnaires; D000078329:Workforce; D014944:World Health Organization