This study examines financial and non-financial incentives for retaining health workers in remote, border and island areas. It compares existing incentives with workers' expectations to inform policy.
Field coverage includes selected hospitals and community health centres in Sanggau Regency, West Kalimantan, and Supiori Regency, Papua. The scope includes an inventory of incentive components, comparative analysis and recommendations on incentive arrangements that support retention.
Description of Assignment:
The purpose of this study is to obtain an overview for stakeholders regarding the components of financial incentives and non-financial incentives for health workers working in DTPK to maintain the retention of health workers in DTPK.
The purpose of this study is to conducting a study of the incentive components of health workers assigned to DTPK, and producing documents (studies) as a reference in formulating policies related to providing incentives for health workers at DTPK. And produce documents as a reference in formulating policies related to providing incentives for health workers at DTPK.
Target area that is the subject of the study selected purposively by taking into account representation between the Central and Eastern Indonesian regions which are included in the DTPK, and have complete health workers
Two remote, border and island districts (DTPK)
- Regency Sanggau (Kalimantan Barat)
Sanggau General Hospital (Class C; 137 beds)
Puskesmas Meliau (Perawatan)
Puskesmas Sanggau (Non perawatan)
Balai Karangan Community Health Center (treatment)
- Supiori Regency (Papua)
Supiori Hospital (non-class; 50 TT)
Puskesmas Korido
Puskesmas Surendiweri
- Conducting an inventory of various incentive components that apply to health workers in DTPK
- Conducting a comparative analysis between the existing incentive components and the expectations of health workers in DTPK
- Produce a document on the incentive components that should be in place to be used as a reference in formulating policies related to providing incentives for health workers in DTPK so that health worker retention can be maintained.
