Table 5 HRM performance practices across the five country contexts
HRM practices that appear to support performance | Gaps in supporting performance |
|---|---|
Practices reported across many contexts | Gaps reported across many contexts |
• Initial training: length and topics varied, but some dissatisfaction with length and coverage | • Lack of equipment, drugs and supplies |
• Lack of transport or support for travel | |
• Refresher training; ad hoc, related to programmes or linked to meetings; but some dissatisfaction including lack of allowances and frequency | • Skills not kept up to date e.g. insufficient training for multiple roles |
• Lack of support from community members / community’s unrealistic expectations of what CHWs can do | |
• Job description: job described in training; job description given to CHW | |
• Supervision: send reports to supervisors; regular meetings with supervisors; supervisory visits to community | Gaps reported in one context |
• Lack of regulation of CHW practice vs training given (Senegal) | |
Practices reported in one context | • Irregular supervision by health centre supervisors (Uganda) |
• Annual performance awards nominated by community health officers (Ghana) | |
• No job descriptions (Uganda) | |
• Cash reward for identifying a case of guinea worm (Ghana) | • External evaluators observe immunization and report to health centres but not to CHWs (DRC) |
• Community can sack a volunteer, if he/she does not carry out their duties (Ghana) | |
• Some review workshops to check competencies (Zimbabwe) |