photo courtesy of Jhpiego


The quality of training and deployment strategies, as well as employee retention, cannot be overlooked as significant factors in the success of an iCCM program. It is suggested that training and orientation of supervisors, facility-based providers, and managers takes place before training community health workers (CHWs). Training supervisors should prepare them to provide technical guidance, support, and motivation to the CHWs as well as teach them the goals and objectives of iCCM. The core of CHW training is the appropriate use of the algorithms and charts based on case management. A good training experience will also motivate, inspire, and stimulate the CHWs and encourage them to take responsibility to provide quality services in their communities. CHW training should include an orientation to the materials and ample time practicing or role-playing the use of the materials.

iCCM initiatives must find a way to motivate CHWs as well as the people who supervise and support them. Although motivation is often associated with financial incentives, the importance of financial motivation is frequently overestimated to the neglect of other effective motivational factors. Motivation is also linked to sustainability – motivated CHWs and other personnel are less likely to leave a program.


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