Opportunity Information: Apply for 674 10 00047
Apply for 674 10 00047
- The South Africa USAID Pretoria in the health sector is offering a public funding opportunity titled "Human Resources Alliance for Africa (HRAA)" and is now available to receive applicants.
- Interested and eligible applicants and submit their applications by referencing the CFDA number(s): 98.001 USAID Foreign Assistance for Programs Overseas.
- This funding opportunity was created on Jul 2, 2010 and posted on Jul 2, 2010.
- Applicants must submit their applications by Aug 2, 2010 Applications shall be received by the closing date and time indicated in the RFA i.e. on or before August 2, 2010 1600hrs Pretoria Time. Any questions concerning this RFA must be submitted in writing via e mail to Hossana Agedew at AgedewH@bw.cdc.gov and Yvonne Habulembe at yhabulembe@usaid.gov on or before July 16, 2010 1600hrs Pretoria Time. Late applications may not, at the sole discretion of the Agreement Officer, be considered.. (Agency may still review applications by suitable applicants for the remaining/unused allocated funding in 2026.)
- The funding agency has allocated a total of $50,000,000.00 to eligible and selected applicants.
- Each selected applicant is eligible to receive up to $50,000,000.00 in funding.
- The number of recipients for this funding is limited to 1 candidate(s).
- Eligible applicants include: Others (see text field entitled Additional Information on Eligibility for clarification).
- Only local or Southern African regional (indigenous) organizations or entities are eligible for award. This can include non governmental organizations (NGOs), private voluntary organizations (PVOs) and for profit companies willing to forego profit. Faith based and community organizations that fit the criteria above are also eligible to apply. Competition has been limited to local and regional organizations in support of the Agency s interest in fostering a larger assistance base and expanding the number and sustainability of development partners.
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Opportunity Summary:
The Human Resources Alliance for Africa (HRAA) was a USAID Pretoria grant opportunity (Funding Opportunity Number 674 10 00047) designed to run over five years and focus on a core development challenge in Southern Africa: increasing and strengthening the health and social welfare workforce. The program aimed to help countries in the region not only grow the number of workers available, but also improve how those workers are planned for, trained, managed, supported, and regulated so that health and social welfare systems can function more reliably over time.
The program’s work was organized around five main result areas. First, it sought to strengthen national human resources for health and broader health systems strengthening (HRH/HSS) by improving the implementation and management of national plans, policies, and systems. This area emphasizes the “rules and machinery” of workforce planning: having workable strategies, clear policies, and functioning management systems that can be operated by national institutions rather than remaining as stand-alone project outputs.
Second, HRAA prioritized building or improving national Human Resources Information Systems (HRIS) and encouraging consistent use of workforce data for decision-making across the region. In practical terms, this points to creating reliable workforce registries and information platforms, improving data quality, and promoting a culture where ministries and partners use real-time workforce data to plan recruitment, deployment, training needs, and budgeting instead of relying on incomplete or outdated estimates.
Third, the opportunity focused on strengthening pre-service education for health and social welfare professionals, paraprofessionals, and community health workers. This includes improving the pipeline that produces new workers by supporting training institutions and systems before a worker enters the labor force. It also signals attention to the full team that delivers care, from formally credentialed professionals to mid-level cadres and community-based workers, recognizing that service delivery depends on the whole workforce, not only doctors and nurses.
Fourth, HRAA aimed to address workforce shortages through better recruitment, retention, and productivity, explicitly including the community and informal workforce. This result area reflects common challenges in the region such as difficulty attracting staff to underserved areas, high turnover, migration, and performance constraints caused by weak supervision or limited resources. The mention of productivity suggests an interest not just in headcount, but in ensuring the available workforce can deliver services effectively through improved management, support, and working conditions.
Fifth, the program planned to strengthen health professional regulatory bodies and associations, such as nursing councils. This component targets the institutions that register and credential health workers, oversee continuing professional education, and may accredit academic institutions. Stronger regulation and professional oversight can improve workforce quality and public trust, standardize qualifications, support continuing education requirements, and help align training outputs with national needs.
From a funding and administrative standpoint, the opportunity was issued as a discretionary cooperative agreement under the health activity category, with one expected award and an estimated total funding amount of up to $50,000,000 (with the award ceiling also listed as $50,000,000 and no award floor specified). There was no cost-sharing or matching requirement. The CFDA number associated with the opportunity was 98.001 (USAID Foreign Assistance for Programs Overseas).
Eligibility was intentionally limited to local or Southern African regional (indigenous) organizations and entities. Eligible applicants could include non-governmental organizations, private voluntary organizations, and for-profit companies willing to forego profit, as well as faith-based and community organizations that met the local or regional criteria. The restriction to local and regional entities was framed as a deliberate USAID choice to expand and sustain the regional development partner base rather than defaulting to outside implementers.
Key dates showed the opportunity was posted on July 2, 2010, with applications due by August 2, 2010 at 1600 Pretoria time, and written questions due by July 16, 2010 at 1600 Pretoria time. The notice indicated that late applications might not be considered at the Agreement Officer’s discretion. The announcement was later archived on September 1, 2010. For applicant support and questions, the point of contact was Hossana Agedew (Regional Agreement Administration Specialist) at AgedewH@bw.cdc.gov, with an additional email listed for Yvonne Habulembe at yhabulembe@usaid.gov, and a phone contact of 00 267 3672413 for assistance accessing the full announcement.
Frequently Asked Questions (FAQs) - Human Resources Alliance for Africa (HRAA) USAID Pretoria Grant (FON 674 10 00047)
What is the Human Resources Alliance for Africa (HRAA) grant opportunity?
The Human Resources Alliance for Africa (HRAA) was a USAID Pretoria grant opportunity (Funding Opportunity Number 674 10 00047) designed as a five-year program focused on increasing and strengthening the health and social welfare workforce in Southern Africa.
What core problem was HRAA designed to address?
HRAA targeted a core development challenge in Southern Africa: building a larger, stronger health and social welfare workforce and improving how that workforce is planned for, trained, managed, supported, and regulated so national systems can function more reliably over time.
How long was the HRAA program intended to run?
The opportunity was designed to run over five years.
What type of award mechanism was used?
The opportunity was issued as a discretionary cooperative agreement under the health activity category.
How many awards were expected?
USAID expected to make one award.
What was the estimated total funding amount?
The estimated total program funding amount was up to $50,000,000.
What was the award ceiling and was there an award floor?
The award ceiling was listed as $50,000,000, and no award floor was specified.
Was cost sharing or matching required?
No. The opportunity stated there was no cost-sharing or matching requirement.
What CFDA number was associated with this opportunity?
The CFDA number associated with the opportunity was 98.001 (USAID Foreign Assistance for Programs Overseas).
Who was eligible to apply?
Eligibility was limited to local or Southern African regional (indigenous) organizations and entities. Examples of eligible applicants included non-governmental organizations, private voluntary organizations, and for-profit companies willing to forego profit, as well as faith-based and community organizations, as long as they met the local or regional criteria.
Were non-local or non-regional organizations eligible?
Based on the opportunity description, eligibility was intentionally limited to local or Southern African regional (indigenous) organizations and entities, reflecting a deliberate USAID choice to expand and sustain the regional development partner base rather than defaulting to outside implementers.
What were the main result areas of the HRAA program?
The program was organized around five main result areas: (1) strengthening national HRH/HSS systems, (2) building/improving national HRIS and use of workforce data, (3) strengthening pre-service education, (4) improving recruitment, retention, and productivity, and (5) strengthening health professional regulatory bodies and associations.
What did HRAA mean by strengthening national HRH/HSS systems?
This result area focused on improving the implementation and management of national plans, policies, and systems. It emphasized the "rules and machinery" of workforce planning: workable strategies, clear policies, and functioning management systems operated by national institutions rather than producing stand-alone project outputs.
What is HRIS in the context of this opportunity?
HRIS refers to Human Resources Information Systems. In this opportunity, it pointed to building or improving national HRIS and encouraging consistent use of workforce data for decision-making, including reliable workforce registries and information platforms, improved data quality, and more routine use of up-to-date workforce data for planning and budgeting.
How was workforce data expected to be used under HRAA?
The opportunity emphasized using workforce data for decision-making such as recruitment planning, deployment, identifying training needs, and budgeting, rather than relying on incomplete or outdated estimates.
What did HRAA include under pre-service education strengthening?
Pre-service education strengthening included improving the pipeline that produces new workers by supporting training institutions and systems before workers enter the labor force. It covered health and social welfare professionals, paraprofessionals, and community health workers.
Did the opportunity recognize cadres beyond doctors and nurses?
Yes. The opportunity explicitly included paraprofessionals and community health workers, highlighting that service delivery depends on the whole workforce, not only doctors and nurses.
What did HRAA aim to do about workforce shortages?
HRAA aimed to address workforce shortages by improving recruitment, retention, and productivity, explicitly including the community and informal workforce. The description noted common regional challenges such as difficulty attracting staff to underserved areas, high turnover, migration, and performance constraints linked to weak supervision or limited resources.
What did "productivity" imply in this opportunity?
Productivity suggested an interest not just in increasing headcount, but also in improving how effectively the available workforce delivers services through better management, support, and working conditions.
What types of regulatory institutions were targeted for strengthening?
The opportunity planned to strengthen health professional regulatory bodies and associations, such as nursing councils.
What functions of regulatory bodies were highlighted?
Regulatory bodies and associations were described as institutions that can register and credential health workers, oversee continuing professional education, and potentially accredit academic institutions. Strengthening these bodies was linked to improving workforce quality, public trust, standardizing qualifications, supporting continuing education requirements, and aligning training outputs with national needs.
When was the opportunity posted and when were applications due?
The opportunity was posted on July 2, 2010. Applications were due by August 2, 2010 at 1600 Pretoria time.
When were written questions due?
Written questions were due by July 16, 2010 at 1600 Pretoria time.
What happened if an application was submitted late?
The notice indicated that late applications might not be considered, at the Agreement Officer's discretion.
When was the announcement archived?
The announcement was archived on September 1, 2010.
Who were the points of contact for applicant support?
The listed point of contact was Hossana Agedew (Regional Agreement Administration Specialist) at AgedewH@bw.cdc.gov. An additional email contact was Yvonne Habulembe at yhabulembe@usaid.gov.
Was there a phone contact for assistance?
Yes. A phone contact of 00 267 3672413 was provided for assistance accessing the full announcement.
What was the geographic focus of the opportunity?
The opportunity focused on Southern Africa and emphasized strengthening national and regional capacity across countries in the region through local or Southern African regional organizations.
What kinds of organizations were explicitly mentioned as eligible?
The opportunity mentioned non-governmental organizations (NGOs), private voluntary organizations (PVOs), for-profit companies willing to forego profit, faith-based organizations, and community organizations, provided they met the local or regional (indigenous) eligibility criteria.
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