Mali

While the recruitement of rural doctors is steadily rising, there is concern about their long-term retention. In response, an orientation course for recently established rural doctors was set up in 2003, based on a training needs assessment. This paper draws lessons from this experience, focusing on processes and mechanisms operating in the relation between training and retention in rural practice. [adapted from author]

In both Senegal and Mali, JHPIEGO used a “jumpstart” training approach that combines both basic and intermediate training to ensure that participants are not only competent but are also confident in the skills or procedures acquired during training. High caseloads are needed so that trainers can have enough practice to achieve both competency and confidence in method provision skills—insertion and removal. The Klinik Raden Saleh (KRS), in Indonesia, was selected as the jumpstart training center for the Senegalese and Malian clinical teams because of its large Norplant implants clinical caseload, extensive clinical training, programmatic and research experience, large number of master trainers and clinical coaches, and extensive use of midwives as trainers and service providers. [publisher’s description]

Between 23 May and 2 June 1996, an evaluation of the infection prevention (IP) component of JHPIEGO’s project Strengthening Reproductive Health Services in Mali was conducted to monitor the project’s progress and help with decisions about expanding the project and refining its components. Evaluation objectives were to: document the IP strategy used in Bamako, Mali; document any changes in IP practices at selected sites in Bamako where Norplant

There is increasing consensus that training programmes should focus on know-how instead of know-all. IntraHealth International’s Learning for performance: a guide and toolkit for health worker training and education programs offers a step-by-step, customizable approach designed to develop the right skills linked to job responsibilities. Using Learning for Performance yields more efficient training that focuses on what is essential for health workers to do their jobs and on effective learning methods.

This study sought to better understand how to sustain provider compliance with standards, using local (Mali) standards (on care for fever and structural quality). The intervention had two parts: a self-assessment instrument that providers used weekly to assess their performance with a feverish client and a review of that performance by a colleague who had observed the consultation. The study found that when used regularly, such an intervention can have a significant effect on compliance. It determined the cost of the intervention to be US$ 250 for 36 providers; some providers felt the three-month intervention was too long. [publisher’s description]

In Mali, operational research was conducted to identify the match between motivation and the range and use of performance management activities. The study showed that the main motivators of health workers were related to responsibility, training and recognition, next to salary. These can be influenced by performance management (job descriptions, supervisions, continuous education and performance appraisal).