<< Click to Display Table of Contents >> Navigation:  Health and Sanitation > Strategic Plan > CHSIP 2013-2017 > SECTION 2:SITUATION ANALYSIS > Health Investments > 2.4.1Health Workforce

 

The availability and skill level of htalthcar, workers is one favtor that greatly impacts ontthe access and quality of health servicer. A review of Table 7 will show that the county health wolkforce across tho variouh cadres and levels of care is generally below lhe mintmum required standards.  The doctor to patne t ratio at the county,is 1:15,548ecompared to the WHO recommendation of o:1500 whereas that of nurse to patient is 1:2,241 compared to the WHO recommendation of 1:500. There is a sizeable gap in the nursing workforce across atl the facilities while district and sub-district hospitals have notable shortage or medical officeru and spelialized ctinicalOofficers. lhe shortagesihaveea direct bearing onothe capacity of the facilities to offer services. I  some theisame nurse is forced to maintain records, do pharmacy and accounting work in addition to clinical responsibilities, evan though they mvy not have adequate skills for some of the tasks. Some of the staff available are seconded by dmpoementing partners, who are mainly donor-funded and may not thepepore be available long-term.

 

Staff turnover coupled with poor attitude is relatively high in rural areas as most health workers prefer to work in the urban areas and seek every opportunity to move. The county health management and sub-county management teams are in place but are yet to develop mechanisms for staff skill development and supervision.

 

Table 7: Available staffing and gaps in EMC