CHWs Financial Incentives
on Performance of MNH
Results in table 6 show that Community Health Workers who
perceive the incentives to be high are about 3times as likely to perform in
maternal and newborn health services program(p = 0.012, (1.26-6.26), OR =
2.808)
These results goes in the same line with the research
conducted by Basics II 2001, on community health workers incentives and
disincentives on how they can affect motivation, retention and sustainability
where they have find that satisfactory remuneration, materials incentives,
financial incentives and possibility of future paid employment as they key
incentives that can motivate CHWs to perform better the tasks assigned to them.
The same way of motivation of CHWs in our study area where they receiving
monthly bonus, performance based financing every quarter and different kinds of
equipments and materials that are supporting them to perform the tasks assigned
to them. In the same study of Basics 2001, they're underlining also the factors
that are demotivating CHWs and that affect directly retention and
sustainability of CHWs those are: inconsistence of remuneration, change in
tangible distribution of incentives among CHWs.
Membership in CHWs
Cooperatives on Performance of MNH
Also results in table 6 indicate that being a member of
community health workers cooperative is not a significant predictor of
performance of maternal and newborn health services program (p > 0.05,
(0.44-1.59), OR = 0.838).
This study goes in the same line of the study conducted by
Gisore, et all 2013) entitled; commonly cited incentives in the community
implementation of the emergency maternal and new borne care study in western
Kenya; a rural area, and thus be able to identify the incentives that could
result in their sustained engagement in the project. Results showed that 769
respondents out of 881 surveys indicated their need for a certain form of
incentive.
For example-monetary allowance, bicycle for transportation,
uniforms for identification, provision of training materials, training in home
based lifesaving skills, first aid kits, training more facilitators and
provision of free medication. In this, respondents felt that if monetary
allowances, improved transportation and some sort of identification were
provided, it would increase their engagement in community maternal and new
borne health services.
Drawing from our results, which indicate that there is a very
low provision of incentives (see table 4); this could be one of the reasons for
the lack of a relationship of maternal and newborn health services community
health workers incentives (CPBF)
Another study examined the perceptions of community members
and experiences of CHWs around promoting maternal and newborn care practices,
and the self-identified factors that influence the performance of CHWs so as to
inform future study design and program implementation.
The results indicated that CHWs are continuously needed in
improving maternal and newborn care and linking families with health services
but the process for building CHW programs needed to be adapted to the local
setting, including the process of training, deployment, supervision, and
motivation within the context of a responsive and available health system.
These results maybe out of the scope of this study because
this study looked at community performance based financing and other
incentives. However, a recommendation can be made that above the financial and
material incentives, CHWs may be motivated to provide better maternal and
newborn health services if CHW programs are adapted to the local setting,
including the process of training, deployment, supervision, and motivation
within the context of a responsive and available health system.
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