PHA-Exch> EQUINET Discussion paper 62: Incentives for health worker retention in Kenya: An assessment of current practice

[Rene Loewenson]

EQUINET Discussion paper 62: 
Incentives for health worker retention in Kenya: An assessment of current
practice
David M Ndetei, Lincoln Khasakhala, Jacob O Omolo

Cite as: Ndetei DM, Khasakhala L, Omolo JO (2008) 'Incentives for health
worker retention in Kenya: An assessment of current practice,' EQUINET
Discussion Paper Series 62. EQUINET with African Mental Health Foundation,
University of Namibia, Training and Research Support Centre, University of
Limpopo and ECSA-Regional Health Community, EQUINET: Harare.

Available online at:
http://www.equinetafrica.org/bibl/docs/DIS62HRndetei.pdf

In Kenya, internal migration of workers, from rural/poor areas to urban/rich
areas, is just as serious a problem as international migration. Shortages in
the health workforce are aggravated by the unequal distribution of health
workers as a result of economic, social, professional and security factors.
This report is of a literature review and field research on strategies for
the retention of health workers in Kenya. It examines trends in health
worker recruitment and retention; existing policies, strategies and
interventions to retain health workers; and assesses their implementation
and the factors affecting this. The study data suggests that better
organised facilities, often in higher-income areas, are more successful in
providing incentives. Yet it is at the lower levels of the health system (in
rural and poorer areas) where incentives are more urgently needed to
counteract the strong push factors that force workers out of these areas.
Recommendations are proposed for measures to retain health workers in rural
areas, in lower-income districts and at lower levels of the health system to
ensure that all areas reach minimum standards with regard to numbers of
personnel per population. Such incentives are not only financial. A number
of non-financial incentives are highly valued: improved working conditions;
training and supervision; and good living conditions, communications, health
care and educational opportunities for themselves and their families. 
 
July 2008 
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