parts of the world, people who need kidney care receive either suboptimal care or no kidney care at all. The lack of necessary workforce can have huge implications for individuals as well as for public health. Countries need to scale up their current nephrology workforce, develop robust methods to collect data on their human resources, and implement short- and long-term policies to produce and maintain a qualified and equitable nephrology workforce. Methods This cross-sectional survey was part of the GKHA project, an initiative administered under the umbrella of the ISN to assess kidney care in all world regions. The survey was conducted across all UN member states, with a particular focus on the 130 countries with ISN affiliate societies. All 10 ISN regional boards (Africa, Eastern and Central Europe, Latin America and the Caribbean, Middle East, North America, North and East Asia, OSEA, NIS and Russia, South Asia, and Western Europe) were sent an invitation letter to participate. Potential survey respondents were identified using a nonprobability, purposive sampling approach, and they involved key stakeholders identified by the country and regional nephrology leadership through the ISN, including at least 3 key representatives per country sourced from national nephrology society leadership; policy makers, including those involved directly with kidney care organization (renal policy makers) and those with a more general scope (nonrenal); and patients’ organizations, foundations, and other advocacy groups. The survey was delivered electronically (via SurveyMonkey). The GKHA questionnaire was divided into 2 sections that addressed the core areas of countries and regional capacity for kidney care delivery. A detailed description of all survey sections has been reported elsewhere.22,46 This study focused on the “Health Workforce for Nephrology” module of the GKHA survey. It consisted of 9 items subdivided into 2 components: existing manpower capacity and nephrology training capacity. Survey respondents were asked about the absolute numbers of nephrologists and nephrology trainees in their country. Density was calculated by measuring the median of absolute numbers of nephrologists and/or nephrology trainees reported by at least 3 key representatives of each country and then converting it to PMP to estimate numbers relative to the population size. The density overall, and in each ISN region and World Bank income group, was calculated by the total number of nephrologists and/or nephrology trainees divided by the total number of population. Survey respondents were also asked about any perceived shortages in health care providers essential to the nephrology workforce. Given the list of staff categories, respondents were directed to indicate which ones had shortages; they also had an option to indicate no shortage of any of the staff listed. Survey respondents were asked about the availability of a nephrology training program (for physicians) in their country, and details regarding the duration and structure of training. They were also asked to select the training pathway most relevant to their country from 4 options: (i) following general internal medicine; (ii) solo training after basic qualification as medical doctor; (iii) a mix of the first 2 options depending on region and/or training center; or, (iv) other, with the option to provide details in an open-ended response. The term health workforce was defined as “all people engaged in actions whose primary intent is to enhance health.” 21 It was a holistic definition that encompassed both health service delivery staff and administration staff. The survey focused on nephrology workforce—specifically nephrologists, dietitians, renal pathologists, laboratory technicians, social workers, pharmacists, vascular access coordinators, NPs, counselors and/or psychologists, transplant coordinators, dialysis nurses, dialysis technicians, and general practitioners and/or PCPs. DISCLOSURE Publication of this article was supported by the International Society of Nephrology. The ISN holds all copyrights on the data obtained through this study. MA Osman et al.: Health workforce for nephrology care: existing manpower and training capacity review Kidney International Supplements (2018) 8, 52–63 61 EB-F declared seeing private patients on a part-time basis. MBG declared receiving lecture fees from AMGEN, B Braun, Leo Pharma, Novartis, Novo-Nordisk, Promopharm, Roche, Sanofi, Servier, Sophadial, and Sothema. BB declared receiving consulting fees from Otsuka and receives current grant support from Amgen. DCH declared receiving lecture fees from Roche Myanmar and Otsuka. VJ declared receiving consulting fees from Baxter and Medtronic and current grant support from the Department of Biotechnology, Government of India, Baxter, and GlaxoSmithKline. DWJ declared receiving consulting fees from AstraZeneca; lecture fees from Baxter Healthcare and Fresenius Medical Care; and support from Baxter Extramural and Clinical Evidence Council grants. KK-Z declared receiving past and future consulting and lecture fees from Abbott, AbbVie, Alexion, Amgen, AstraZeneca, Aveo, Chugai, DaVita, Fresenius, Genentech, Haymarket Media, Hospira, Kabi, Keryx, Novartis, Pfizer, Relypsa, Resverlogix, Sandoz, Sanofi, Shire, Vifor, and UpToDate; future consulting and