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Table 5 Summary of quantitative and qualitative results

From: District health manager and mid-level provider perceptions of practice environments in acute obstetric settings in Tanzania: a mixed-method study

HRH management practice Concordance or discordancea Summary of quantitative and qualitative results
Staffing Concordant Members of CHMTs and MLPs agreed that personnel shortages were persistent across all districts and at every facility type.
Appraisal Concordant Members of CHMTs reported written supervision requirements were available for each cadre in most districts and more than half of MLPs encountered prearranged formal supervision meetings, which they perceived as adequate.
Workload Discordant Members of CHMTs reported availability of procedures to match workload to staffing in majority of districts but most MLPs reported routinely worked unscheduled hours due to personnel shortages and high patient volumes.
Training Discordant Members of CHMTs reported selecting MLPs for in-service training based on performance evaluations and training needs, but MLPs reported selection was at the discretion of members of CHMTs using unspecified criteria.
Rewards and recognition Discordant Members of CHMTs reported almost all districts reward personnel for performance, but majority of MLPs perceived the rewards to be lacking and unfair.
Participation Both Members of CHMTs reported moderate to high levels of autonomy in most HRH management functions, but MLPs were divided on the extent to which members of CHMTs took into account the reality of the practice environment in their decision-making.
Communication Both Members of CHMTs reported written standards of supervision were available in most districts and majority of MLPs endorsed possessing a written job description but almost half were routinely asked to perform duties not in their job description.
  1. aConcordance or discordance between CHMT and MLP survey and interview responses