Community health workers (CHWs) have been proposed as a means for bridging gaps in healthcare delivery in rural communities. Recent CHW programmes have been shown to improve child and neonatal health outcomes, and it is increasingly being suggested that paid CHWs become an integral part of health systems. Remuneration of CHWs can potentially effect their motivation and focus. Broadly, programmes follow a social, monetary or mixed market approach to remuneration.
Sub-Saharan Africa faces a severe health worker shortage, which community health workers (CHWs) may fill. Task shifting - the reassignment of clinical roles by transferring suitable tasks from higher- to lower-skilled healthcare workers (HCWs) - is one of the strategies proposed to mitigate the effects of the HCW shortage. Community health workers (CHWs) are a unique cadre of HCWs and are well suited to help address the HCW gap.
In recent years, community health workers (CHWs) have received renewed attention in light of critical shortages in the health workforce and emphasis on strengthening primary healthcare systems for achieving global health goals. CHWs are generally assumed to be a less expensive alternative compared with other cadres of health workers, notably with regard to salary and incentives as well as training costs. In parallel, more and more evidence has accumulated in recent years on the effectiveness of CHWs in delivery of essential health services in low- and middle-income countries (LMICs).
Whilst there have been several studies exploring retention in health workers, little is known about health workers engaged in the provision of mental health services and the factors that affect their recruitment and retention. The objective of this research was to examine the views of stakeholders about the factors which influence career choices and retention of community mental health workers (CMHWs) in Ghana.
Summer is winding down. Store shelves are stocked with notebooks and pencils instead of sunscreen and beach balls. And for most kids, the essential back-to-school purchase is the almighty backpack. If you're going to carry books and lunch to school, you'd better have something durable -- and fashionable! -- strapped on your shoulders.
Community health workers (CHWs) are used increasingly in the world to address shortages of health workers and the lack of a pervasive national health system. However, while their role is often described at a policy level, it is not clear how these ideals are instantiated in practice, how best to support this work, or how the work is interpreted by local actors. CHWs are often spoken about or spoken for, but there is little evidence of CHWs’ own characterisation of their practice, which raises questions for global health advocates regarding power and participation in CHW programmes.
The aim of this paper is to demonstrate how a behavioural theory, which accounts for the influence of group identification, in combination with data generated from qualitative interviews with CHWs and stakeholders, can be used to inform the design of interventions to improve CHW motivation, retention and performance in two settings—Uganda and Mozambique—with diverse, government-led CHW programmes.
Coherent human resource for health (HRH) policies should be designed to address the challenges faced in recruitment and retention of health workers, particularly in developing countries. In Sierra Leone, there are challenges in providing equitable healthcare for all due in part to the current HRH situation, which includes an unequal distribution of the health workforce between urban and rural areas.
Kenya’s third largest city, Kisumu, serves as a trading and transportation hub for west- ern Kenya and bears the dubious distinction of having Kenya’s worst set of health indicators and one of the nation’s highest poverty levels.
The question of remuneration for community health workers (CHWs) in low--‐income countries remains contentious. Programs use a variety of monetary and non--‐monetary incentives to motivate CHWs. The most successful programs, however, pay their workers, and there is little evidence to suggest that volunteerism in low--‐income countries is sustainable over the long term. Adequate compensation improves health worker motivation, retention and performance. Additionally, fair and consistent wages ensure a stable income and livelihood for CHWs. Although paying workers requires a modest invest