The intention to stay of staff in health facilities: case study Lugazi diocese

Abstract

Introduction: The PNFPs in Uganda have an increasing high rate of health workers turnover. The health facilities for Lugazi diocese are member to UCMB network which also has a high rate of attrition of health workers. There are a number of health facilities for the provision of health services delivery especially in the rural areas. The shortage of staff hampers the quality and efficiency of health services delivery. There is a gap to be addressed to retain the staff in the health facilities in the diocese. The challenges are many to retain staff. This research has embarked on finding how the gap can be closed so that the staff can stay. It assesses the factors responsible for the intention of staff to stay and attrition rates in health facilities in Lugazi Diocese. Aim : To come out with best means of how the staff can be handled and to strengthen the intention to stay in the health facilities of Lugazi diocese. Objectives: To establish factors that contributes to the intention to stay of health workers in the health facilities. To establish factors that lead to intention to leave of health workers in the same facilities and to determine the rate of attrition of staff in the diocese. To have benefits strengthened from the intention to stay or intention to leave and eventually come up with strategic solutions to strengthen intention to stay of staff. Methodology: A cross sectional approach used, employing both mixed methods of quantitative and qualitative. The close ended questionnaire, interviews, focus discussion groups plus review of records related to intention to stay and attrition were used to collect the necessary information to enrich the research. Observation was too used. Findings: The outcomes of the study indicate that financial, regulatory, career or educational development of the health workers, personal and professional support are important factors in retention and turnover in the diocese. The attrition rates for the different cadres examined stand at 15%, yet for the last three years (2011/12-2013/14) stands at 25 %. The enrolled midwives cadre has the highest attrition rate at 40% followed by clinical officers (24%), yet the laboratory assistants have the lowest average attrition rate of 12% for the previous three years. On the other hand about 51% of staff are willing to stay for more than two years. There were a number of benefits explored from the intention to stay or leave, some of which included cost effectiveness, promotion of performance and productivity and improved recruitment. Recommendations: Both financial and non-financial incentives are necessary to be addressed to strengthen the Intention to stay of staff in health facilities of Lugazi Diocese. They will be shared with UCMB, the diocesan administration and the varied stakeholders in the diocese and at the health facilities.