A Performance-Based Incentives System for Village Health Workers in Kisoro, Uganda

Background: Village health worker (VHW) programs in Uganda have achieved limited success, due in part to a reliance on volunteerism and a lack of standardized incentive mechanisms. However, how to best incentivize VHWs remains unclear. Doctors for Global Health developed a performance-based incentiv...

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Autores principales:	Crystal Y. Zheng, Sam Musominali, Gloria Fung Chaw, Gerald Paccione
Formato:	article
Lenguaje:	EN
Publicado:	Ubiquity Press 2019
Materias:	Infectious and parasitic diseases RC109-216 Public aspects of medicine RA1-1270
Acceso en línea:	https://doaj.org/article/1da67bef5c244f4ab8b265f212a56024
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spelling	oai:doaj.org-article:1da67bef5c244f4ab8b265f212a560242021-12-02T08:16:29ZA Performance-Based Incentives System for Village Health Workers in Kisoro, Uganda2214-999610.5334/aogh.2400https://doaj.org/article/1da67bef5c244f4ab8b265f212a560242019-03-01T00:00:00Zhttps://annalsofglobalhealth.org/articles/2400https://doaj.org/toc/2214-9996Background: Village health worker (VHW) programs in Uganda have achieved limited success, due in part to a reliance on volunteerism and a lack of standardized incentive mechanisms. However, how to best incentivize VHWs remains unclear. Doctors for Global Health developed a performance-based incentives (PBI) system to pay its VHWs in Kisoro, Uganda, based on performance of tasks or achievement of targets. Objectives: 1. To describe the development of a PBI system used to compensate VHWs. 2. To report cost and health services delivery outcomes under a PBI system. 3. To provide qualitative analysis on the successes and challenges of PBI. Methods: Internal organization records from May 2016 to April 2017 were retrospectively reviewed. The results of descriptive and analytic statistics were reported. Qualitative analysis was performed by the authors. Findings: In one year, 42 VHWs performed 23,703 remunerable health actions, such as providing care of minor ailments and chronic disease. VHWs earned on average $237. The total cost to maintain the program was $29,844, or $0.72 per villager. There was 0% VHW attrition. Strengths of PBI included flexibility, accountability, higher VHW earnings, and improved monitoring and evaluation. Conclusions: PBI is a feasible and sustainable model of compensating VHWs. At a time where VHW programs are sorely needed to address limitations in healthcare resources, yet are facing challenges with workforce compensation, PBI may serve as a model for others in Uganda and around the world.Crystal Y. ZhengSam MusominaliGloria Fung ChawGerald PaccioneUbiquity PressarticleInfectious and parasitic diseasesRC109-216Public aspects of medicineRA1-1270ENAnnals of Global Health, Vol 85, Iss 1 (2019)
institution	DOAJ
collection	DOAJ
language	EN
topic	Infectious and parasitic diseases RC109-216 Public aspects of medicine RA1-1270
spellingShingle	Infectious and parasitic diseases RC109-216 Public aspects of medicine RA1-1270 Crystal Y. Zheng Sam Musominali Gloria Fung Chaw Gerald Paccione A Performance-Based Incentives System for Village Health Workers in Kisoro, Uganda
description	Background: Village health worker (VHW) programs in Uganda have achieved limited success, due in part to a reliance on volunteerism and a lack of standardized incentive mechanisms. However, how to best incentivize VHWs remains unclear. Doctors for Global Health developed a performance-based incentives (PBI) system to pay its VHWs in Kisoro, Uganda, based on performance of tasks or achievement of targets. Objectives: 1. To describe the development of a PBI system used to compensate VHWs. 2. To report cost and health services delivery outcomes under a PBI system. 3. To provide qualitative analysis on the successes and challenges of PBI. Methods: Internal organization records from May 2016 to April 2017 were retrospectively reviewed. The results of descriptive and analytic statistics were reported. Qualitative analysis was performed by the authors. Findings: In one year, 42 VHWs performed 23,703 remunerable health actions, such as providing care of minor ailments and chronic disease. VHWs earned on average $237. The total cost to maintain the program was $29,844, or $0.72 per villager. There was 0% VHW attrition. Strengths of PBI included flexibility, accountability, higher VHW earnings, and improved monitoring and evaluation. Conclusions: PBI is a feasible and sustainable model of compensating VHWs. At a time where VHW programs are sorely needed to address limitations in healthcare resources, yet are facing challenges with workforce compensation, PBI may serve as a model for others in Uganda and around the world.
format	article
author	Crystal Y. Zheng Sam Musominali Gloria Fung Chaw Gerald Paccione
author_facet	Crystal Y. Zheng Sam Musominali Gloria Fung Chaw Gerald Paccione
author_sort	Crystal Y. Zheng
title	A Performance-Based Incentives System for Village Health Workers in Kisoro, Uganda
title_short	A Performance-Based Incentives System for Village Health Workers in Kisoro, Uganda
title_full	A Performance-Based Incentives System for Village Health Workers in Kisoro, Uganda
title_fullStr	A Performance-Based Incentives System for Village Health Workers in Kisoro, Uganda
title_full_unstemmed	A Performance-Based Incentives System for Village Health Workers in Kisoro, Uganda
title_sort	performance-based incentives system for village health workers in kisoro, uganda
publisher	Ubiquity Press
publishDate	2019
url	https://doaj.org/article/1da67bef5c244f4ab8b265f212a56024
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A Performance-Based Incentives System for Village Health Workers in Kisoro, Uganda

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