Technical Regional Project Officer

The Technical Regional Project Officer provides hands-on technical and operational support for the rollout implementation and day-to-day delivery of the Country Integrated and Coordinated Community Health Workers (ICCHW) programme across Tanzanias primary health care system.

Reporting to the Senior Programme Manager the role contributes to the assessment training and convening of ecosystem stakeholders that strengthen Community Health Workers (CHW) capacity and support sustainable workforce pathways. The position works in coordination with the Ministry of Health (MoH Tanzania) Prime Ministers Office Regional Authorities and Local Governments (PMO-RALG); Regional and Council Health Management Teams training institutions and relevant public and private sector actors to support implementation efforts that expand opportunity for youth and women within the health sector.

KEY RESPONSIBILITIES

1. Project Management and Programme Implementation
   • Lead structured implementation of approved national service modular  and CHW training activities across assigned regions in alignment with national programme workplans.
   • Implement and maintain detailed sub regional-level implementation plans trackers and milestone schedules including the class room and field work sessions.
   • Coordinate roll-out of pre-service training programmes for CHWs and ensuring alignment with programme timelines and county priorities.
   • Ensure all assessed CHWs join the designated training institutions as planned.
   • Manage multiple concurrent workstreams within assigned counties prioritizing competing demands while maintaining delivery standards
   • Maintain risk logs capturing operational technical and stipend-related risks and escalate systemic issues to the Project Manager.
2. Training Roll-out & Capacity Building
   • Support country and regional/council assessments to identify priority gaps in CHW training employment and entrepreneurship pathways within the health ecosystem to inform programme planning and resource allocation.
   • Deploy and digitalize the approved curriculum ensuring usability and alignment with community health and PHC priorities.
   • Track the training-of-trainers (ToT) and digital orientation sessions conducted at approved regional training institutions.
   • Support targeted capacity building efforts to strengthen recruitment and retention of women and youth as CHWs.
   • Provide hands-on technical and operational support during  the three-month field attachment training rollout activities and ensure CHWs have the right tools and equipment.
   • Conduct structured and proactive field visits to councils and district implementation sites to provide hands-on supportive supervision quality assurance and technical mentorship to District teams and Community Health Workers (CHWs).
   • Advocate for CHW eLearning opportunities through different effective platforms (i.e. Leap) 
3. CHW Stipend Tracking & Payment Coordination
   • Maintain accurate and up-to-date records of CHWs eligible for stipend payments based on verified training participation and activity status.
   • Coordinate with Regional and council Health Management Teams (R/CHMTs) and council/facility Finance focal points to track the council or facilities stipend disbursement processes and timelines.
   • Monitor stipend payment status at council or facility level and reconcile payment records against eligible CHW lists.
   • Identify delays discrepancies or documentation gaps affecting stipend processing and follow up proactively at council or facility level.
   • Escalate systemic payment bottlenecks or risks to the Project Manager for further engagement at higher governance levels.
   • Maintain structured documentation of stipend tracking processes to support transparency audit readiness and CHW confidence
4. Coordination and Partner/Stakeholder Engagement
   • Build and maintain effective working relationships with CHWs regional and council Health Management Teams (R/CHMTs) and regional Finance teams.
   • Liaise with local government stakeholders supporting CHW stipend and workforce integration processes.
   • Collaborate closely with program MEL and programme teams to ensure alignment of training employment tracking and reporting requirements.
   • Facilitate structured stakeholder convenings and coordination forums at regional level.
   • Represent Amref at national regional and district-level forums Technical Working Groups (TWGs) and partner coordination meetings.
5. People & Performance
   • Strengthen local supervisory capacity verify adherence to programme standards identify operational risks or gaps early and support district leadership to resolve implementation challenges and sustain high-quality service delivery.
   • Facilitate in- service/digital orientation sessions for CHWs and training-of-trainers where needed.
   • Track learner participation completion and assessment performance.
   • Gather user feedback to inform platform and content improvements and flag delays or anomalies affecting learner progression or completion.
   • Support coordination of certification documentation and validation processes.
   • Foster a culture of accountability responsiveness and solution-oriented thinking within the project or workstream.
6. Learner Monitoring Employment Tracking & Reporting
   • Track learner enrolment course uptake completion and certification across assigned regions.
   • Monitor CHW employment and integration outcomes including stipend activation and retention trends.
   • Maintain accurate in service/digital learning data aligned to MEL and donor reporting frameworks.
   • Provide structured progress reports and dashboards to the Project Manager and country leadership
7. Continuous Improvement & Innovation
   • Identify recurring operational or adoption challenges at regional level and propose practical field-informed improvements.
   • Participate in testing and refinement of in service/digital learning tools and curriculum enhancements.
   • Contribute insights to strengthen youth-focused programming and workforce integration pathways.

Qualifications :

1. Planning and Organizing: Establishes an action plan for self and others to complete work efficiently and on time by setting priorities establishing timelines and leveraging resources. Focuses on workable solutions rather than escalating prematurely or deflecting responsibility.
2. Entrepreneurial & Adaptive Mindset: Demonstrates initiative in improving workflows usability and learner support processes within established governance frameworks. Remains flexible and solution-oriented when implementation challenges arise.
3. Personal Accountability: Takes ownership of commitments and follows through reliably. Demonstrates self-discipline in managing time documentation and quality standards without requiring close supervision. Initiates action to correct quality problems or notifies others of quality issues as appropriate.
4. Collaboration: Builds trust through respectful communication active listening and clarity. Navigates differing perspectives with composure and professionalism. Communicates directions and updates clearly to both technical and non-technical stakeholders.
5. Service Orientation: Demonstrates empathy and patience when supporting others. Demonstrates respect and professionalism when navigating differing priorities. Follows-up to ensure intended actions are accomplished and results are achieved. Checks for user/stakeholder satisfaction and seeks suggestions for improvement.
6. Integrity & Ethical Conduct: Consistently acts in alignment with safeguarding confidentiality and data protection principles. Demonstrates reliability and transparency in handling information finances and people interactions. Exercises sound judgement when reconciling discrepancies or escalating risks.
7. Stress Tolerance: Maintains stable performance under pressure or opposition (e.g. experiencing time pressure conflict or job ambiguity). Demonstrates persistence and emotional steadiness in high-pressure environments and handles stress in a manner that is acceptable to others in the organization and programme.

Additional Information :

Please include a cover letter that highlights why you believe you are an ideal candidate for this role along with your CV showcasing your relevant skills and experience. The application deadline is Wednesday 25 March 2026.

Amref Health Africa does not require applicants to pay any money at whatever stage of the recruitment and selection process and has not retained any agent in connection with recruitment. Although Amref may use different job boards from time to time to further spread its reach for applicants all open vacancies are published on our website under the Vacancies page and on our official social media pages. Kindly also note that official emails from Amref Health Africa will arrive from an @ address.

Amref Health Africa is committed to safeguarding and promoting the welfare of children young people and vulnerable adults and expects all staff to share this commitment. Amref Health Africa is is dedicated to diversity and is an equal-opportunity employer with a non-smoking environment policy.

Remote Work :

No

Employment Type :

Full-time