The South-East Asia Regulatory Network (SEARN) was created in 2016 by the 11 Member States of the WHO South-East Asia Region to develop and strengthen regulatory collaboration, convergence and reliance in the South-East Asia region over shared regulatory issues and challenges.

To carry out its mission, the network adopts a workplan which is implemented by drafting groups and working groups under the control of the Steering group, supported by the secretariat.

While the activities of the network develop, the Members of SEARN considered that consideration should be given to ensuring there are adequate resources to support SEARN and its activities.

To address this need, the Assembly adopted on 8 June 2022 the SEARN Work Plan 2022-2023 which includes the action point 6, led by Working Group 2 (WG2) Regulatory Strengthening: ‘Draft a strategy to review possible funding sources in order to ensure the sustainability of the network and support the workplan’.

In its work, SEARN currently uses two main types of resources:

• Human resources, voluntarily provided by the NRAs, the organization in charge of the secretariat, and partners
• Financial resources, which are used to conduct the activity of the network (e.g. organizing physical meetings) and the workplan (e.g. to support capacity building or to develop the required IT system)

This strategy considers both types of resources.

General objective

To ensure the SEARN has sufficient and sustainable resources to ensure the functioning of the network and carry out the intended activities included in its workplan.

Specific Objectives

1. To identify and review the resources needed by SEARN to function and perform its activities;
2. To identify and review potential and available resources;
3. To propose a strategy to ensure adequacy between the resources and the activities.

Human Resources (HR) play a significant role in creating and implementing sustainability strategies and is critical to improve effectiveness of such strategies. The strategy for HR should be aligned with the long-term perspectives and adequate consideration is crucial in aiding the technological and cultural changes needed to help ensuring the sustainability of the Network.

Human resources are required from the Members, to ensure there is adequate participation in the Network, including effective participation in the meetings of the Steering group, working groups and Drafting groups, as well as sufficient expertise available and staff time allocated to support the functioning of the network and the workplan. Similarly, adequate human resources are required from the secretariat to support its missions as per the terms of reference, including the organisation of the meetings and support members in making progress in the approved workplan.

The understanding of sufficient human resources can be further analyzed in terms of sufficient quantity and sufficient quality, both of which depend on clear objectives and priorities from the Network:

Sufficient quantity

1. Ratio of work load to people working – Adequate personnel from the member states (Focal point and members) and secretariat needs to be identified and allotted depending on the nature of activity so that there is effective implementation of the activities.
2. Volunteering opportunities/option - Among the member states, volunteering opportunities/options should be kept open wherein any member state can volunteer to work with the activities relevant to them or support other (member states) in carrying out the assigned activities/work.
3. Identification of focal – Focal point from each member country to be identified to lead, communicate and coordinate the activities, including through soliciting support from NRA colleagues (and beyond) as required.

Sufficient quality

1. Right people at right place - A right person for the right work determines work performance by maximizing productivity. The person working should have in-depth knowledge related to the activities that they are assigned and should be well aware on the expected outcome. Member states should identify and appoint individual with relevant qualification or experiences for the activities.
2. Technical expertise: There may be need for additional technical experts/consultants or other development partners to support the planned activities (Example: Activities requiring development of guidelines/SOPs)
3. Participation in the network: as highlighted in the SEARN 2022-2023 workplan, active participation in the network, including its meetings, is also an opportunity to be exposed to other regulators, approaches, and gain experience from other countries.

SEARN Members

• NRA staff
• NRA experts
• External experts used by NRAs

Secretariat

Since January 2022 has recorded all meeting documents (agendas, minutes, presentations, etc). They will make available for the member through the official website which is under WG4 Information Sharing.

• One technical staff in WHO SEARO
• One administrative staff

Adequate knowledge management

In the future, the use of the public website and the internal platform will facilitate knowledge management.

Other organisations and partners

AP1 Capacity Building has provided information regarding Partners, WHO, and WHO Collaborating Centers and other Centers of Excellence. The establishment of a coalition of interested parties (CIP) at the regional level may provide further opportunity to mobilize and coordinate with partners.