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<p class=MsoNormal style='margin-right:14.2pt'><b><font size=2 color="#990033"
face=Arial><span style='font-size:11.0pt;font-family:Arial;color:#990033;
font-weight:bold'>EQUINET Discussion paper 62: <o:p></o:p></span></font></b></p>
<p class=MsoNormal style='margin-right:14.2pt'><b><font size=2 color="#990033"
face=Arial><span style='font-size:11.0pt;font-family:Arial;color:#990033;
font-weight:bold'>Incentives for health worker retention in <st1:place w:st="on"><st1:country-region
w:st="on">Kenya</st1:country-region></st1:place>: An assessment of current
practice</span></font></b><font size=2 color="#990033" face=Arial><span
style='font-size:11.0pt;font-family:Arial;color:#990033'><br>
</span></font><font size=2 color="#990033" face=Arial><span style='font-size:
10.0pt;font-family:Arial;color:#990033'>David M Ndetei, <st1:place w:st="on"><st1:City
w:st="on">Lincoln</st1:City></st1:place> Khasakhala, Jacob O Omolo</span></font><font
size=2 face=Arial><span style='font-size:10.0pt;font-family:Arial'><br>
<br>
</span></font><b><font size=2 color="#993366" face=Arial><span
style='font-size:10.0pt;font-family:Arial;color:#993366;font-weight:bold'>Cite
as:</span></font></b><font size=2 color="#993366" face=Arial><span
style='font-size:10.0pt;font-family:Arial;color:#993366'> Ndetei DM, Khasakhala
L, Omolo JO (2008) ‘Incentives for health worker retention in <st1:place
w:st="on"><st1:country-region w:st="on">Kenya</st1:country-region></st1:place>:
An assessment of current practice,’ EQUINET Discussion Paper Series 62.
EQUINET with African Mental Health Foundation, <st1:PlaceType w:st="on">University</st1:PlaceType>
of <st1:PlaceName w:st="on">Namibia</st1:PlaceName>, Training and Research
Support Centre, <st1:PlaceType w:st="on">University</st1:PlaceType> of <st1:PlaceName
w:st="on">Limpopo</st1:PlaceName> and ECSA-Regional Health Community, EQUINET: <st1:place
w:st="on"><st1:City w:st="on">Harare</st1:City></st1:place>.</span></font><font
size=2 face=Arial><span style='font-size:10.0pt;font-family:Arial'><br>
<br>
</span></font><b><font size=2 color="#990000" face=Arial><span
style='font-size:10.0pt;font-family:Arial;color:#990000;font-weight:bold'>Available
online at: </span></font></b><font size=2 color="#990000" face=Arial><span
style='font-size:10.0pt;font-family:Arial;color:#990000'><a
href="http://www.equinetafrica.org/bibl/docs/DIS62HRndetei.pdf"
moz-do-not-send=true>http://www.equinetafrica.org/bibl/docs/DIS62HRndetei.pdf</a></span></font><font
size=2 face=Arial><span style='font-size:10.0pt;font-family:Arial'><br>
<br>
In <st1:place w:st="on"><st1:country-region w:st="on">Kenya</st1:country-region></st1:place>,
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 <st1:place w:st="on"><st1:country-region w:st="on">Kenya</st1:country-region></st1:place>.
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</span></font><font
size=2 color=navy face=Arial><span style='font-size:10.0pt;font-family:Arial;
color:navy'>. <o:p></o:p></span></font></p>
<p class=MsoNormal style='margin-right:14.2pt'><font size=2 color=navy
face=Arial><span style='font-size:10.0pt;font-family:Arial;color:navy'><o:p> </o:p></span></font></p>
<p class=MsoNormal style='margin-right:14.2pt'><font size=2 color="#663366"
face=Arial><span style='font-size:10.0pt;font-family:Arial'>July 2008 </span></font><b
style='mso-bidi-font-weight:normal'><font size=2 color=navy face=Arial><span
style='font-size:10.0pt;font-family:Arial;color:navy;font-weight:bold;
mso-bidi-font-weight:normal'><o:p></o:p></span></font></b></p>
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face=Arial><span style='font-size:10.0pt;font-family:Arial;color:#CC0000'>/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\/\</span></font><font
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