This paper examines the issue of workforce stability and turnover in the context of policy attempts to improve retention of health workers. The author argues that there are significant benefits to supporting policy makers and managers to develop a broader perspective of workforce stability and methods of monitoring it. The objective of the paper is to contribute to developing a better understanding of workforce stability as a major aspect of the overall policy goal of improved retention of health workers. Some of the limited research is examined on the complex interaction between staff turnover and organisational performance or quality of care in the health sector, with details and examples of the measurement of staff turnover and stability, and an illustration of an approach to costing staff turnover. The paper concludes with the author advocating that these types of assessment can be valuable to managers and policy makers as they examine which policies may be effective in improving stability and retention, by reducing turnover. They can also be used as part of advocacy for the use of new retention measures. The very action of setting up a local working group to assess the costs of turnover can in itself give managers and staff a greater insight into the negative impacts of turnover, and can encourage them to work together to identify and implement stability measures.
Human Resources
Conservative estimates by Wilma Meeus and David Sanders at the University of the Western Cape’s School of Public Health show that the United States has saved at least U$3,86-million(R30,9 million) in training fees by employing doctors from Nigeria, which has lost 21 000 doctors to the superpower.
This report presents a comprehensive analysis of the human resources for health (HRH) currently available and required to reach the targets set by the President’s Emergency Plan for AIDS Relief and the Millennium Development Goals (MDGs) in both the public sector and the faith-based organisations (FBOs) in Kenya. A stratified convenience sample of health facilities at all levels of care in each of the eight provinces was selected for the assessment. A sample of Ministry of Health and FBO health facilities at all levels of service in each of the eight provinces was selected for the assessment. Conclusions include that the geographical distribution of skilled HRH in Kenya is heavily skewed towards urban areas; and substantial annual growth rates (across all staff categories) are needed to meet the future requirements.
Health care workers are a crucial resource in the health care systems of developing nations. In many countries, including those in sub-Saharan Africa, workers are at high risk for preventable, life-threatening occupational infections. Yet the protection of health care workers in these countries is largely neglected in national priorities for health care and by the international organisations that fund health care initiatives.
The provision of HIV treatment and care in sub-Saharan Africa faces multiple challenges, including weak health systems and attrition of trained health workers. One potential response to overcome these challenges has been to engage community health workers (CHWs). A systematic literature search for quantitative and qualitative studies describing the role and outcomes of CHWs in HIV care between inception and December 2012 in sub-Saharan Africa was performed. A narrative synthesis approach was used to analyze common emerging themes on the role and outcomes of CHWs in HIV care in sub-Saharan Africa. In total, 21 studies met the inclusion criteria, documenting a range of tasks performed by CHWs. These included patient support (counselling, home-based care, education, adherence support and livelihood support) and health service support (screening, referral and health service organization and surveillance). CHWs were reported to enhance the reach, uptake and quality of HIV services, as well as the dignity, quality of life and retention in care of people living with HIV. The presence of CHWs in clinics was reported to reduce waiting times, streamline patient flow and reduce the workload of health workers. Clinical outcomes appeared not to be compromised, with no differences in virologic failure and mortality comparing patients under community-based and those under facility-based care. Despite these benefits, CHWs faced challenges related to lack of recognition, remuneration and involvement in decision making. CHWs can clearly contribute to HIV services delivery and strengthen human resource capacity in sub-Saharan Africa. For their contribution to be sustained, CHWs need to be recognized, remunerated and integrated in wider health systems. Further research focusing on comparative costs of CHW interventions and successful models for mainstreaming CHWs into wider health systems is needed.
The current malaria control strategy of WHO centres on early diagnosis and prompt treatment using effective drugs. Children with severe malaria are often brought late to health facilities and traditional health practitioners are said to be the main cause of treatment delay. In the context of the Rectal Artesunate Project in Tanzania, the role of traditional healers in the management of severe malaria in children was studied. Traditional health care is not necessarily a significant impediment or a delaying factor in the treatment of severe malaria. There is a need to foster training on the management of severe cases, periodically involving both traditional health practitioners and health workers to identify modalities of better collaboration.
In Rwanda, which faces a significant gap in health workers, the Ministry of Health expanded its community health programme in 2007, eventually placing 4 trained CHWs in every village in the country by 2009. The aim of this study was to assess the capacity of CHWs and the factors affecting the efficiency and effectiveness of the CHW programme, as perceived by the CHWs and their beneficiaries. A cross-sectional descriptive study was conducted using focus group discussions to collect qualitative information regarding educational background, knowledge and practices of CHWs, and the benefits of community-based care as perceived by CHWs and household beneficiaries. A random sample of 108 CHWs and 36 beneficiaries was selected in 3 districts according to their food security level (low, middle and high). CHWs were found to be closely involved in the community, and widely respected by the beneficiaries. Rwanda's community performance-based financing was an incentive, but CHWs were also strongly motivated by community respect. The key challenges identified were an overwhelming workload, irregular trainings, and lack of sufficient supervision.
Rwanda is widely celebrated for having demonstrated that major improvements in health can be achieved in a poor country, at relatively low cost per capita, by good strategy, innovation and focusing on the best value for money. Rwandan health officials have installed well-trained, compensated health workers into every community to make sure that community members get to access the primary health care services they need, including routine prenatal care, immunisation and malaria diagnosis – early treatment significantly reduces health costs. The authors argue that the lesson learned from Rwanda’s success in health is that the country’s 45,000 community health workers (CHWs) are not viewed as complementary components to the public health system, but central to it.
South African (SA) public servants, including doctors and nurses, are demanding a 15% wage increase across the board and want this year's pay talks to centre on the creation of ‘decent work’. Although SA is now under a new administration, one which is considered to be worker friendly, government spokesman Themba Maseko said after a Cabinet briefing earlier this month that the state would make its shrinking spending power known when the wage negotiations started. This year's wage negotiations are likely to be intense considering SA is in its first recession in seventeen years and that the state has still not made good on its occupation specific dispensation (OSD) offer on pay structures agreed to during the last talks in 2007. If the state spent all its money on wage increases, nothing would be left for essential services like textbooks and medical supplies, Maseko said. The state has not yet made known what increases it is willing to offer its employees and is expected to respond to their shortly.
Health Minister Manto Tshabalala-Msimang early in April began World Health Day celebrations with the launch of the new Human Resources (HR) Health Plan, which is meant to help combat the rapidly increasing migration of doctors. The section in the HR plan for health dealing with the migration of health personnel showed that 23 407 South African-born health professionals were now working in Australia, Canada, New Zealand, the United Kingdom and the United States alone.