Technical Expertise / Performance Support
The Capacity Project aimed to achieve the following results for
performance support over the life of the Project:
- Health worker job satisfaction and retention increased in intervention
settings; lessons learned and approaches suggested for wider use
- Provider productivity improved; approaches documented and disseminated
- Supervision systems strengthened
- Plan implementation skills of human resources for health (HRH) managers and practitioners enhanced.
The Project carried out a range of activities to increase knowledge about key
factors affecting health worker productivity and retention, and assisted countries
to design and test interventions to influence policies and improve service delivery.
These ranged from identifying current best practices in retention to implementing
work climate improvement and supportive supervision initiatives to conducting
studies assessing health worker job satisfaction and reasons for leaving posts.
The most significant result of the Projectâ€™s work in productivity and retention was the
design and implementation of useful, operational studies that can be replicated in
other areas of a country or other countries. Supporting health worker performance with effective supervision was another key results area.
- Stronger human resources management systems and better HR management will lead to improved work
climate and more effective supervision, and this in turn can enhance health
workersâ€™ performance by encouraging motivation, productivity and retention.
- Based on local conditions, countries should consider an appropriate mix of
incentives that will be sustainable in the long term. Encouraging HRH managers
to use simple survey methods and tools to solicit health worker input will
help to determine the best incentive mix for a particular context.
- Building a strong team and systems at all levels of health care delivery to lead
HRH planning and management is one untapped practice that may yield good
returns for addressing shortages and imbalances, including high turnover.
- A workplace climate initiative that accounts for a skills update in management
practices combined with action planning, supportive supervision and infrastructure
improvement has a good chance for success, up to the service delivery level.
- Health workers are not necessarily looking for costly incentives; they
see value in taking smaller actions to improve their workplace or their
living conditions (especially if placed in a rural, remote area).
- Districts that take the initiative to include HRH interventions will more likely take
actions to improve recruitment, productivity and the climate in the workplace.
- Selecting only one service delivery or management issue
helps to focus performance support efforts.
- Gender issues often play a key role in retention and productivity of health workers.
Learn more about the Projectâ€™s performance support results.
See other areas in Technical Expertise : Workforce Planning and Leadership; Workforce Development; Knowledge Management