| 001 |
Performance management (including supervision) and work culture |
Rajasthan |
Public Sector |
2010 |
A decentralised and transparent performance appraisal system has been also developed in the State in which annual appraisal and renewal of contract for the SPMU and District level consultants have been processed at state level. For appraisal and extension for sub-district level consultants and other staff, a district level committee has been formed in the chairmanship of District Collector and chairman Of District Health Society. An annual increment @ 10 % per annum has been also given to the contractual manpower after completion of one year of satisfactory services. |
State PIP 2011-2012 |
| 002 |
Capacity Building |
Haryana |
Public Sector |
2009 |
SIHFW in state is the nodal agency for trainings and has taken few initiatives like situational analysis of health facilities and HR for assessing training load and training need of the health services. State level monitoring of trainings are also being initiated very recently to ensure quality of trainings and post training performances of the trainee in service delivery. SIHFW has also focused on post training follow up and collecting performance report of trained health staff and officer from district and specifically post training tracking of the activity of the EMOC and LSAS trained MOs is done systemically. |
MoHFW, NRHM 3rd Common Review Mission Haryana 2009 |
| 003 |
Motivation, compensation, retention (including incentivisation) |
Rajasthan |
Public Sector |
2011 |
Relaxation of current norms with regard to experience for promotions of MOS |
4th CRM report (D. o. NRHM 2011) |
| 004 |
Recruitment |
Rajasthan |
Public Sector |
2011 |
Walk in interview is being organized in every Monday at Directorate level for the appointment of Medical Officer’s on contract. |
D. o. NRHM, State program implementation plan 2011-12 2011) |
| 005 |
Recruitment |
Rajasthan |
Public Sector |
2011 |
MO with relevant post-graduate qualifications will be posted at CHC/FRU level at the time of appointment. |
4th CRM report (D. o. NRHM 2011) |
| 006 |
Capacity Building |
Puducherry |
Public Sector |
N/A |
The communication skills of the ANM’S are improved with the special focus on the assessment of the nutritional status of the women and children. The training of the ANM’s had led to decline in the neonatal Mortality ratio and improved the gender ratio as well as correction of the anemia in adolescent girls |
Puducherry State Health Mission: Capacity Building For ANM (MPHWF) by Dr C.K.Revathi, M.D, Mission Director. Puducherry State Health Mission. |
| 007 |
Recruitment |
Uttarakhand |
Public Sector |
2003 |
Contractual appointments of medical officers and ANMs are being made. This initiative has been in place and 187 Medical Officers & 258 ANMs have been appointed on a contract basis. Contractual appointment of 300 Medical Officers is under process and is likely to be finalized shortly in order to ensure availability of medical officers in un-served and under-served areas, the Government has increased the honorarium of contractual Medical Officers from Rs.11,000 per month to Rs. 13,000 per month with effect from February 6, 2004. |
Health Reforms in India - initiatives from nine states in India, GOI, 2003 |
| 008 |
Recruitment |
Madhya Pradesh |
Public Sector |
Since 2003 |
In order to ensure adequate doctors, the state government has made provision for contractual appointment of medical doctors; attractive remuneration is given to the doctors so as to ensure that they work in the rural areas. Under these contract rules, retired MOs who are medically fit are also taken up for service up to the age of 65 years. Currently, the state government is providing incentive to those doctors who have completed three years of service by regularizing them. |
Health Sector Reform in India - initiatives in nine states, GOI, 2003 |
| 009 |
Recruitment |
Chhattisgarh |
Public Sector |
2002-2008 |
In 2002, the government filled the vacant posts of nursing staff by contract through Jeevan Deep Samitis or local bodies, with a fixed pay of 6000/- and 13 casual leaves per year by the “contract basis rule of 1965”. The contract period was for one year and the candidates were to be domicile of Chhattisgarh. The appointment on contractual basis was done again in 2004 with the same rules and regulations. Around 300 staff nurses were recruited in this manner up to 2008. Considering the acute shortage in the State, the government regularized the contractual staff nurses through counseling in April, 2008. But these nurses are not entitled for pension. |
ANSWERS 2009 |
| 010 |
Recruitment |
Orissa |
Public Sector |
2006 |
Enhancement of remuneration for contractual staff nurse, walk-in interviews to accelerate filling up of vacancies |
Commitment of State Health Officials: Identifying factors and scope for improvement, Sunil Maheshwari, Ramesh Bhat, Somen Saha, W.P. No. 2006-01-02, Jan 06, IIM-Ahmadabad |
| 011 |
Recruitment |
Gujarat |
Public Sector |
Since '97-'98 |
Appointment of contractual staff for all project activities (RCH programme) |
Health Sector Reforms in India - Initiatives from Nine States, GOI, 2003 |
| 012 |
Recruitment |
Himachal Pradesh |
Public Sector |
approx 2003 onwards |
Appointment of doctors and |
|
| 013 |
Recruitment |
Kerala |
Public Sector |
2011 |
Contractual appointment of Doctors & Specialists |
4th CRM report (NRHM 2011) |
| 014 |
Recruitment |
Kerala |
Public Sector |
2011 |
Lab Technicians, Pharmacists etc on contract or on a need‐basis |
4th CRM report (NRHM 2011) |
| 015 |
Recruitment |
Rajasthan |
Public Sector |
approx 1994 |
The State government decided to hire the services of Medical Officers (MBBS degree holders), either by way of hiring retired doctors or appointing doctors on an ad-hoc basis. The state government decided to hire services of retired doctors in 10 districts. Contractual appointments are made for a period of one year and can be extended if required; the doctor should not have crossed 65 years of age and should be in good physical health. The remuneration is fixed at Rs. 150 per day. These appointments are made against sanctioned posts and the Chief Medical Officer is responsible for issuing the appointment orders, based on the recommendations of the committee comprised of the Chief Medical & Health Officer and concerned district collector. Similarly, contractual appointments are being given to Auxiliary Nurse Midwives (ANMs),Laboratory technicians, Staff nurses and medical officers at the district level. |
Health Reforms in India - initiatives from nine states in India, GOI, 2003 |
| 016 |
Capacity Building |
Jharkhand |
PPP |
N/A |
Capacity building of the district programme managers, using training material that follows the comprehensive primary health care approach. The faculty is senior experts of state level and regional health resource centers |
Public Sector Resource Network: Assisting the Building Of Capacities Towards NRHM Goals. by: Dr Vandana Prasad, National Convener, PHRN. |
| 017 |
Capacity Building |
Bihar |
PPP |
N/A |
Capacity building of the district programme managers, using training material that follows the comprehensive primary health care approach. The faculty is senior experts of state level and regional health resource centers |
Public Sector Resource Network: Assisting the Building Of Capacities Towards NRHM Goals. by: Dr Vandana Prasad, National Convener, PHRN. |
| 018 |
Capacity Building |
Chhattisgarh |
PPP |
N/A |
Capacity building of the district programme managers, using training material that follows the comprehensive primary health care approach. The faculty is senior experts of state level and regional health resource centers |
Public Sector Resource Network: Assisting the Building Of Capacities Towards NRHM Goals. by: Dr Vandana Prasad, National Convener, PHRN. |
| 019 |
Capacity Building |
Orissa |
PPP |
N/A |
Capacity building of the district programme managers, using training material that follows the comprehensive primary health care approach. The faculty is senior experts of state level and regional health resource centers |
Public Sector Resource Network: Assisting the Building Of Capacities Towards NRHM Goals. by: Dr Vandana Prasad, National Convener, PHRN. |
| 020 |
Capacity Building |
NE States |
PPP |
N/A |
Capacity building of the district programme managers, using training material that follows the comprehensive primary health care approach. The faculty is senior experts of state level and regional health resource centers |
Public Sector Resource Network: Assisting the Building Of Capacities Towards NRHM Goals. by: Dr Vandana Prasad, National Convener, PHRN. |
| 021 |
Capacity Building |
Orissa |
Public Sector |
2000 |
With an objective of improving the quality of community health training of medical interns, a new scheme was introduced. The interns are sent in groups of two and three to community health centres under the control of the CDMOs for a period of three months to be trained in Public Sector activities. They are exposed to real community health situations and get ‘hands on’ training. They are supervised both by the medical officers in charge of the institutions as well as the medical college teachers. |
Health Reforms in India - initiatives from nine states in India, GOI, 2003. |
| 022 |
HR Planning |
NE states |
Public Sector |
2008 |
Bed strength and bed occupancy being relaxed, strengthening and up gradation of state Government medical colleges though central assistance of Rs. 1350 crores during 11th Plan for starting /increasing PG courses, recognition of foreign PG degrees, relaxation in age limit of medical teachers from 65 to 70 years |
Presentation on Medical Education – Proposed Amendments in MCI Regulations (PPT), Debasish Panda, Joint Secretary, Ministry of Health & FW, GOI |
| 023 |
HR Planning |
Madhya Pradesh |
Public Sector |
approx 2003 |
Community based trained obstetric care providers (OCPs) work in defined rural areas as mid-wifes |
Health Sector Refoms In India - initiatives from nine states, GOI, 2003 |
| 024 |
HR Planning |
Orissa |
Public Sector |
2006 |
Increased seats in the four medical colleges in undergraduate course |
Commitment of State Health Officials: Identifying factors and scope for improvement, Sunil Maheshwari, Ramesh Bhat, Somen Saha, W.P. No. 2006-01-02, Jan 06, IIM-Ahmadabad |
| 025 |
HR Planning |
Orissa |
Public Sector |
2006 |
M.Sc. Nursing course, restructuring of nursing directorate, PPPs for expanding nursing education, proposals to set up 8 GNM schools, a centre of excellence for nursing education |
Commitment of State Health Officials: Identifying factors and scope for improvement, Sunil Maheshwari, Ramesh Bhat, Somen Saha, W.P. No. 2006-01-02, Jan 06, IIM-Ahmadabad |
| 026 |
HR Planning |
Tamil Nadu |
Public Sector |
N/A |
additional marks in PG entrance for hilly/rural area ad 50% reservation for PG studies |
Challenges in recruitment of doctors by government by: Peter Berman, Shomikho Raha, Krishna D. Rao, 2009 |
| 027 |
HR Planning |
Tamil Nadu |
Public Sector |
N/A |
additional marks in PG entrance for hilly/rural area ad 50% reservation for PG studies |
Challenges in recruitment of doctors by government by: Peter Berman, Shomikho Raha, Krishna D. Rao, 2009 |
| 028 |
HR Planning |
Rajasthan |
Public Sector |
2011 |
A well versed HRD policy has been developed for the contractual manpower working under NRHM. |
D. o. NRHM, State program implementation plan 2011-12 2011) |
| 029 |
Motivation, compensation, retention (including incentivisation) |
Haryana |
Public Sector |
2008 |
As per the new transfer policy doctors, including both specialists and MBBS doctors, have to complete a minimum tenure of three years at one location of posting. No transfers would be made until three years of term is completed at one centre of posting. No mandatory transfers would be made of doctors working in rural and remote areas. |
PHFI 2011 |
| 030 |
Motivation, compensation, retention (including incentivisation) |
Rajasthan |
Public Sector |
2011-12 |
Rural allowance @ Rs.4000/-per months is being given to all contractual and probationers Medical Officers posted at PHCs. |
D. o. NRHM, State program implementation plan 2011-12 2011 |
| 031 |
Motivation, compensation, retention (including incentivisation) |
Rajasthan |
Public Sector |
2011-12 |
Hard duty allowance of Rs.3000/-to to all contractual and probationers Medical Officers posted at identified 556 hard area PHCs. |
D. o. NRHM, State program implementation plan 2011-12 2011 |
| 032 |
Motivation, compensation, retention (including incentivisation) |
Rajasthan |
Public Sector |
2011-12 |
Rural allowance of Rs.1500/-per month to all contractual ANMs & GNMs posted at sub centres. |
D. o. NRHM, State program implementation plan 2011-12 2011 |
| 033 |
Motivation, compensation, retention (including incentivisation) |
Rajasthan |
Public Sector |
2011-12 |
Hard duty allowance of Rs.1000/- per to all contractual ANMs & GNMs posted at identified 4488 hard sub centers. |
D. o. NRHM, State program implementation plan 2011-12 2011 |
| 034 |
Motivation, compensation, retention (including incentivisation) |
Tamil Nadu |
Public Sector |
2009 |
In comparison with their clinician counterparts, the Public Sector managers in Tamil Nadu have higher pay and faster promotions – measures which were deliberately introduced in order to attract young doctors to join the Public Sector service. A health officer can become Deputy Director of Health Services by the age of 45, whereas his clinician counterpart may need to wait until the age of 55 to reach an equivalent salary and status in the system |
K.K. Das 2009 |
| 035 |
Motivation, compensation, retention (including incentivisation) |
Haryana |
Public Sector |
2008 |
To encourage and attract critical professional service providers to these areas, special incentives were introduced under NRHM for specialists, MBBS doctors, staff nurses and paramedics. The range of difficult area allowance is in accordance to the remoteness/backwardness (Grade I, II & III) of the area of posting. MBBS doctors staying at PHC head quarters are entitled to an additional payment of Rs 5000 per month and this rises to Rs 10,000 per month for PHCs in Mewat and Morni hills. AYUSH doctors posted in CHC in Mewat region receive an additional Rs. 8000 per month. Specialists in the field of Medicine, Gynecology, Pediatrics, Anesthesia, Orthopedics and Surgery get Rs 15,000 per month for serving in difficult rural areas and Rs. 25,000 per month for Mewat and Morni hills. Staff nurses receive an incentive of Rs. 3000 per month while Paramedical staff receives Rs. 2,000 per month for any difficult area. |
Public Sector Foundation of India 2011 |
| 036 |
Motivation, compensation, retention (including incentivisation) |
Chhattisgarh |
Public Sector |
N/A |
allowances for working in tribal, difficult, and other areas exist. A difficult area allowance for specialists in Chhattisgarh (zone III) is amongst the highest at Rs. 25000. Besides the allowances as per the zone, doctors get daily transportation, leave travel allowance, insurance & health workers colonies in Chhattisgarh. |
NHSRC, HR Incentives–Monetary n.d |
| 037 |
Motivation, compensation, retention (including incentivisation) |
Kerala |
Public Sector |
2009 |
To ensure availability of practitioners in medicals colleges, private practice in Medical Colleges has been banned by compensating it with enhanced remuneration. |
NRHM (NRHM State Directorate, 2009) (NRHM 2011) |
| 038 |
Motivation, compensation, retention (including incentivisation) |
Kerala |
Public Sector |
2009 |
A differential package was evolved for doctors working in different areas. Even though many of the places in the State can be classified as semi-urban or semi-rural, there are few areas which have the problem of proper access. These areas have, therefore been, classified as difficult and most difficult rural areas and doctors posted in these areas are eligible to get additional honorariums which vary upon the classification. |
NRHM (NRHM State Directorate, 2009) (NRHM 2011) |
| 039 |
Motivation, compensation, retention (including incentivisation) |
Kerala |
Public Sector |
2009 |
The State has been appointing Gynecologists, Anesthetists, Pediatrician etc. in various Community Health Centres in the State with incentives to motivate them to work in rural areas. |
NRHM (NRHM State Directorate, 2009) (NRHM 2011) |
| 040 |
Motivation, compensation, retention (including incentivisation) |
Kerala |
Public Sector |
2009 |
Incentives are proposed give an additional allowance for Medical Officers in charge of CHC & 24 x 7 PHC and for Medical Officers in charge of PHCs. In 24 x 7 PHCs Doctors - Rural / Difficult Rural Area Allowance plus call allowance as per norms for evening / night duty. In CHCs, Doctors- plus Rural / Difficult Rural Area Allowance. In case they are working for a stay duty for 12 hours in casualty, they will be entitled for stay allowance. For specialists, Rural/Difficult Rural Area Allowance and Specialty allowance. Call allowance and Casualty allowance for Medical Officers working in casualty centers and working in shift duties is also available. Apart from this Government specialists will be eligible for call allowance between 8 PM to 8 AM (subject to certain terms and conditions) for rendering additional work during night hours while NOT on call duty |
NRHM (NRHM State Directorate, 2009) (NRHM 2011) |
| 041 |
Motivation, compensation, retention (including incentivisation) |
Kerala |
Public Sector |
2009 |
In the district mental health program (DMHP) it was decided to provide Rs.750/- per visit as honorarium for private psychiatrist who are willing to attend the clinics conducted as part of DMHP. |
NRHM (NRHM State Directorate, 2009) (NRHM 2011) |
| 042 |
Motivation, compensation, retention (including incentivisation) |
Uttarakhand |
Public Sector |
2003 |
A special non-practicing allowance is being given to doctors posted in remote & difficult areas. |
Health Reforms in India - initiatives from nine states in India, GOI, 2003 |
| 043 |
Motivation, compensation, retention (including incentivisation) |
Tamil Nadu |
Public Sector |
N/A |
Special allowances: Rural allowance (monthly); Service Incentives |
HRH - Non Monetary Incentives & Conditions, NHSRC, 2009 |
| 044 |
Motivation, compensation, retention (including incentivisation) |
Assam |
Public Sector |
N/A |
Special allowances - Rural allowance (monthly); Duty Allowances; Accommodation & Transport- up to Rs.5000; |
1) HRH - Non Monetary Incentives & Conditions, NHSRC 2009; |
| 045 |
Motivation, compensation, retention (including incentivisation) |
Rajasthan |
Public Sector |
2011 |
Provision of 4 additional salary increments to post-graduate MOs at the time of their appointment. |
4th CRM report (D. o. NRHM 2011) |
| 046 |
Motivation, compensation, retention (including incentivisation) |
Karnataka |
Public Sector |
N/A |
Increase in salary of Medical Officer, staff nurses and ANMs |
strategic plan of HRH, Karnataka (Dr.S.S.Shapeti 2008); |
| 047 |
Motivation, compensation, retention (including incentivisation) |
Karnataka |
Public Sector |
N/A |
Remote area allowance based on SDP (Special Development Plan based on Human Deprivation Index) |
strategic plan of HRH, Karnataka (Dr.S.S.Shapeti 2008); |
| 048 |
Motivation, compensation, retention (including incentivisation) |
Karnataka |
Public Sector |
N/A |
An extra allowance of Rs. 500/- per month in addition to HRA if quarters not available for ANM’s |
strategic plan of HRH, Karnataka (Dr.S.S.Shapeti 2008); |
| 050 |
HR Planning |
Kerala |
Public Sector |
N/A |
The scaling up of HMIS implementation in Kerala is also entrusted to HISP, India, after the successful implementation of pilot by them for Thiruvananthapuram district. The State wide implementation will be web based and including all PHCs, CHCs, District Hospitals, Government Hospitals, General Hospitals, W & C Hospitals, Medical Colleges, Taluk Hospitals and Specialty hospitals, collecting and processing data from all institutions up to peripheral Sub Centres and even Private health facilities |
NRHM 2011 |
| 051 |
HR Planning |
Gujrat |
Public Sector |
N/A |
developed personnel MIS besides the E.I.S (Employees information System) and E.P.I.S (Employee personal information system) for the health workforce planning and management |
Managing Human Resources for Health in India, Central Bureau of Health Intelligence, Directorate General of Health Service, MoHFW, GOI, In collaboration with World Health Organisation - India Country Office, October 2007. A case study of Gujarat & Madhya Pradesh |
| 052 |
HR Planning |
Tamil Nadu |
Public Sector |
N/A |
1) Tamil Nadu Nursing Council has weblinks to all endorsed nursing schools – making it easy for prospective students to choose the right school. It also has various statistics about the cadre available online in a data bank; 2) Live nursing registry |
http://tnnmcnursedatabank.com/ |
| 053 |
Capacity Building |
Madhya Pradesh |
Public Sector |
since 2002 |
The State has decided to utilize the services of ISM Medical Officers for RCH services. A training module has been developed and 357 ISM medical officers (out of 1407) have been trained. |
Health Sector Reform in India - initiatives in nine states, GOI, 2003 |
| 054 |
Capacity Building |
Kerla |
Public Sector |
2009 |
Special trainings on NCD’s and for palliative care, geriatric care and GBV/social abuse cases for doctors, nurses and ASHA’s. Six training centers have been recognized for training doctors and nurses in palliative care. |
NRHM State Directorate, 2009) |
| 055 |
Capacity Building |
Tripura |
Public Sector |
2003 |
with a view to help improve coverage andensure widespread implementation of national programmes,ISM&H practitioners are being main-streamed. |
Health Reforms in India - initiatives from nine states in India, GOI, 2003 |
| 056 |
Capacity Building |
Rajasthan |
Public Sector |
approx. 2003 |
Three month training course in anesthesia, followed by redeployment of those who have undergone training as well as creating an inventory of those who have undergone training |
(G. Bureau of Planning, Health Sector Refrom in India- Rajasthan 2009); Health Reforms in India - initiatives from nine states in India, GOI, 2003 |
| 057 |
Capacity Building |
Rajasthan |
Public Sector |
approx. 2003 |
Re-designating MOs at CHC as MO-Anaesthesia and retaining the option to train surgeons and gynaecologists in local anaesthesia. |
(G. Bureau of Planning, Health Sector Refrom in India- Rajasthan 2009); Health Reforms in India - initiatives from nine states in India, GOI, 2003 |
| 058 |
Capacity Building |
Kerla |
Public Sector |
2010 |
All 234 health blocks have coordinators- professionals mainly in Social Work or with Master degree in Business administration. They coordinate the activities in block level as well as act as counselors for the general public at large at specific times. |
NRHM 2011 |
| 059 |
Motivation, compensation, retention (including incentivisation |
Kerla |
Public Sector |
2009 |
As a motivation measure a separate cadre for specialists has been set up. Residency system has also started in the state. |
NRHM (NRHM State Directorate, 2009) (NRHM 2011) |
| 060 |
Motivation, compensation, retention (including incentivisation |
Tamil Nadu |
Public Sector |
2009 |
In comparison with their clinician counterparts, the Public Sector managers in Tamil Nadu have higher pay and faster promotions – measures which were deliberately introduced in order to attract young doctors to join the Public Sector service. A health officer can become Deputy Director of Health Services by the age of 45, whereas his clinician counterpart may need to wait until the age of 55 to reach an equivalent salary and status in the system |
K.K. Das 2009 |
| 061 |
Motivation, compensation, retention (including incentivisation |
Kerla |
Public Sector |
2009 |
The categories for incentive awards: Best District Medical Officer, Best District Program Manager, Best CHC, Best 24 X 7 PHC, Best PHC |
NRHM (NRHM State Directorate, 2009) (NRHM 2011) |
| 062 |
Motivation, compensation, retention (including incentivisation |
Kerla |
Public Sector |
2009 |
Mobility Support to BMO/MO / Others- The role of BMO/MO warrants frequent travel in every nook and corner of the area given for their institution. At present, one vehicle is provided to all Block Medical Officers while there are no vehicles at PHC level. It was proposed in 2009 to provide one vehicle on hire basis to all Block MO’s and MOs of PHC. |
NRHM (NRHM State Directorate, 2009) (NRHM 2011) |
| 063 |
Motivation, compensation, retention (including incentivisation |
Assam |
Public Sector |
N/A |
instituted ASHA awards for the best performing ASHA in the district |
1) Record of discussion of the Puducherry workshop on Oct 16-18, 2008 Human Resources and Management of Health systems; 2)Assam's effort at meeting human resources(ppt), Presented by: Dr. J. B. Ekka, IAS, Mission Director, NRHM, Assam, 2008 |
| 064 |
Motivation, compensation, retention (including incentivisation |
Assam |
Public Sector |
appox. 2007 onwards |
Pre- PG mandatory services of 2 to 3 years in rural areas |
1) HRH - Non Monetary Incentives & Conditions, NHSRC 2009; 2) Commitment of State Health Officials: Identifying factors and scope for improvement, Sunil Maheshwari, Ramesh Bhat, Somen Saha, W.P. No. 2006-01-02, Jan 06, IIM-Ahmadabad |
| 065 |
Motivation, compensation, retention (including incentivisation |
Karnataka |
Public Sector |
N/A |
Provision for PG deputation facility |
strategic plan of HRH, Karnataka (Dr.S.S.Shapeti 2008) |
| 066 |
Motivation, compensation, retention (including incentivisation |
Karnataka |
Public Sector |
N/A |
Interest free loan to ANMs to buy two-wheeler |
strategic plan of HRH, Karnataka (Dr.S.S.Shapeti 2008) |
| 067 |
Recruitment |
Haryana |
Public Sector |
N/A |
Dispensed with the cumbersome process of Public Service Commission recruitment, and with the whole logic of contractual appointments |
Human Resources for Health in India Strategies For Increasing The Availability Of Qualified Health Workers In Underserved Areas, Jan 2011, Krishna D. Rao Dr. Garima Gupta, Dr. T Sundararaman |
| 068 |
HR Planning |
Orissa |
Public Sector |
2006 |
cadre re-structuring for staff nurses, creating new nursing posts |
Commitment of State Health Officials: Identifying factors and scope for improvement, Sunil Maheshwari, Ramesh Bhat, Somen Saha, W.P. No. 2006-01-02, Jan 06, IIM-Ahmadabad |
| 069 |
HR Planning |
Gujrat |
Public Sector |
N/A |
recruitment rules are revised, the merger and integration of many closely related field cadres, rationalizing actual job allocation, and introduction of new cadres like accountant, and systems manager in exchange for outdated cadres etc are done. The state has also developed mechanisms to appoint officers with right attitude and sincerity as civil surgeons |
Commitment of State Health Officials: Identifying factors and scope for improvement, Sunil Maheshwari, Ramesh Bhat, Somen Saha, W.P. No. 2006-01-02, Jan 06, IIM-Ahmadabad |
| 070 |
HR Planning |
Himachal Pardesh |
Public Sector |
approx 2003 onwards |
The state-wise cadre of laboratory technicians;pharmacists; female and male health workers; dais (BirthAttendants) and staff nurses has been converted into district cadre (Workforce Management). |
Health Sector Reforms in India - Initiatives from Nine States, GOI, 2003 |
| 071 |
HR Planning |
Andhra Pardesh |
Public Sector |
Prior to 2006 |
Improved role definitions in the Department of Health, Medicine and Family Welfare: For integration of functions and coordination among various officials at different levels in the Department of Health, Medical and Family Welfare, specific responsibilities has been assigned to staff at district level. Similar responsibilities were given to officials at primary health center level in villages. |
Andhra Pradesh Health Sector Reforms - A Narrative Case study, Access Health Initiative, 2009 |
| 072 |
Recruitment |
Assam |
Public Sector |
appox. 2007 onwards |
Has increased recruitment of MOs and Specialists through interview or direct /campus recruitment from Medical Colleges through enforcement of the compulsory government service bond |
1) Commitment of State Health Officials: Identifying factors and scope for improvement, Sunil Maheshwari, Ramesh Bhat, Somen Saha, W.P. No. 2006-01-02, Jan 06, IIM-Ahmadabad; 2) Assam's effort at meeting human resources(ppt), Presented by: Dr. J. B. Ekka, IAS, Mission Director, NRHM, Assam, 2008 |
| 073 |
HR Planning |
Chhattisgarh |
Public Sector |
2011 |
State has planned to start 15 New Nursing College attached with District Hospital which will produce total 750 student/Yr. Along with this 10 ANM schools attached with District hospital, Vocation training (10 + 2) and ANM dual certificate course will be started soon. |
NRHM PIP 2011, Dept. of H&FW, GoC |
| 074 |
HR Planning |
Chhattisgarh |
Public Sector |
2011 |
Introduction of Commissioner System: One of the key efforts of the state is appointment of a Health Commissioner at state level. The Commissioner will supervise and coordinate the activities of three state level Directors, viz. Directors of Family Welfare, Health Services and Health Training. |
NRHM PIP 2011, Dept. of H&FW, GoC |
| 075 |
HR Planning |
Chhattisgarh |
Public Sector |
2011 |
To improve the efficiency of the system at state level, three Directors have been appointed, viz. Directors of Family Welfare, Health Services and Health Training. Through this, each of the divisions share the heavy workload that previously bogged down the system, resulting in delay of plan implementation, poor planning and other administrative bottlenecks. The Director of Health Training has been especially created to take care of the ensuing heavy load of training and capacity building efforts in near future. |
NRHM PIP 2011, Dept. of H&FW, GoC |
| 076 |
HR Planning |
Chhattisgarh |
Public Sector |
2009-2011 |
Filling up Positions of Joint Directors and Deputy Directors and State Programme Management Unit (SPMU) and District levels staff: |
NRHM PIP 2011, Dept. of H&FW, GoC |
| 077 |
HR Planning |
Tamil Nadu |
Public Sector |
1923 onwards |
A separate Directorate of Public Sector and Preventive Medicine' |
Tamil Nadu Health Systems Project (TNHSP), 2010 |
| 078 |
HR Planning |
Rajasthan |
Public Sector |
2011 |
A dedicated HRD cell under the supervision of Project Director (a Sr. RAS officer) has been established at SPMU to deal with all the HR related issues at State level. The HR cell is basically regulating the all contractual Human Resource in Health under NRHM. |
D. o. NRHM, State program implementation plan 2011-12 2011) |
| 079 |
Performance management (including supervision) and work culture |
Karnataka |
Public Sector |
Not available |
Decentralization of decision making and delegation of increased financial powers to programme officers, DPMO, DH&FWO, and Chairman of the District Health Society. |
strategic plan of HRH, Karnataka (Dr.S.S.Shapeti 2008) |
| 080 |
Recruitment |
Kerala |
Public Sector |
2010 |
Experts in different fields are handpicked and appointed in key posts in the State Program Monitoring & Support Unit. The process of selection was based on criteria of knowledge, commitment and enthusiasm to work in a Mission mode. |
NRHM 2011 |
| 081 |
HR Planning |
Rajasthan |
Public Sector |
N/A |
a compulsory 2 year government service bond for fresh graduates and post graduates has been introduced. Compulsory rural posting of 255 PG Doctors and 317 MBBS Doctors has also been enforced. |
(3. C. NRHM 2009) |
| 082 |
HR Planning |
Orissa |
Public Sector |
1998 |
Mandatory Pre-PG rural service for doctors: 11 districts, to which doctors are generally unwilling to go to and which have consistently had a large number of vacancies, were selected, and health institutions were identified. The entrance examination for the medical post graduate (PG) courses was held one year ahead of the date of admission. Those who qualified were advised about the medical college and the discipline they would get, and thereafter assigned to one of the institutions in the 11 districts. Those who are not already in government employment were given contract appointments and assigned to these districts. Amendments were also made in the Orissa Medical Service Rules so as to make the first posting to rural areas mandatory. The doctors are required to work in these institutions for one whole year, and only after obtaining a certificate regarding completion of the period, are allowed admission into the PG course. |
Health Reforms in India - initiatives from nine states in India, GOI, 2003 |
| 083 |
HR Planning |
West Bengal |
Public Sector |
N/A |
Compulsory service for doctors post MBBS/PG for 16 years in all 4 notified zones (3 most difficult) |
HRH - Non Monetary Incentives & Conditions, NHSRC, 2009 |
| 084 |
HR Planning |
Arunachal Pardesh |
Public Sector |
N/A |
2 years in rural areas for PG admission but yet to implement the 2 years’ service policy after MBBS. |
HRH - Non Monetary Incentives & Conditions, NHSRC, 2009 |
| 085 |
HR Planning |
Sikkim |
Public Sector |
N/A |
3 years of rural posting mandatory. |
HRH - Non Monetary Incentives & Conditions, NHSRC, 2009 |
| 086 |
HR Planning |
Tripura |
Public Sector |
N/A |
3 years of rural posting mandatory. |
HRH - Non Monetary Incentives & Conditions, NHSRC, 2009 |
| 087 |
HR Planning |
Nagaland |
Public Sector |
N/A |
3 years of rural posting mandatory. |
HRH - Non Monetary Incentives & Conditions, NHSRC, 2009 |
| 088 |
HR Planning |
Jammu & Kashmir |
Public Sector |
N/A |
3 years of rural posting mandatory. |
HRH - Non Monetary Incentives & Conditions, NHSRC, 2009 |
| 089 |
HR Planning |
Tamil Nadu |
Public Sector |
N/A |
3 years of rural posting mandatory. |
HRH - Non Monetary Incentives & Conditions, NHSRC, 2009 |
| 090 |
HR Planning |
Himachal Pradesh |
Public Sector |
N/A |
3 years of rural posting mandatory. |
HRH - Non Monetary Incentives & Conditions, NHSRC, 2009 |
| 091 |
HR Planning |
Andhra Pradesh |
Public Sector |
N/A |
Pre- PG mandatory rural service of 2 to 3 years with 30% of PG seats reserved for In-service candidates |
HRH - Non Monetary Incentives & Conditions, NHSRC, 2009 |
| 092 |
HR Planning |
Kerala |
Public Sector |
2011 |
Compulsory Rural Service for doctors who study in government medical colleges (1 year rural service after MBBS/Post Graduation, 6 months after P G Diploma with bond of 7.5 lakh(non-clinical specialty) & 10 lakh(clinical specialty) not reporting in 18 months); this ensures 700 doctors for rural services every year. Private practice of doctors at medical colleges has been banned and their pay has been hiked. |
4th CRM report (NRHM 2011), HRH-non monetary incentives - NHSRC |
| 093 |
HR Planning |
Kerala |
Public Sector |
2011 |
Compulsory service for staff nurses who study in Government nursing colleges for 2 years after DNB/PG degree with bond of 7.5 lakh(non-clinical specialty) & 10 lakh(clinical specialty) not reporting in 18 months |
4th CRM report (NRHM 2011), HRH-non monetary incentives - NHSRC |
| 094 |
Capacity Building |
Assam |
Public Sector |
approx. 2007 onwards |
State of Assam has constituted State, District, Block and Sectoral level monitoring team who regularly visits the Health Facilities for supportive supervision. |
1) Assam's effort at meeting human resources(ppt), Presented by: Dr. J. B. Ekka, IAS, Mission Director, NRHM, Assam, 2008 |
| 095 |
Capacity Building |
Jharkhand |
Public Sector |
N/A |
Multi-pronged approach consisting of capacity building of supervisors in knowledge, skills and attitudes for effective supervision, supervisors training for technical competence in critical areas of work to support frontline workers and system level measures to facilitate more effective supervision. |
Strengthening Systems for Supportive Supervision in 8 districts of Uttar Pradesh and 14 districts of Jharkhand: USAID-supported Vistaar Project |
| 096 |
Motivation, compensation, retention (including incentivisation) |
Karnataka |
Public Sector |
N/A |
Appointing ANMs in place of staff nurse after short training. |
strategic plan of HRH, Karnataka (Dr.S.S.Shapeti 2008) |
| 097 |
Motivation, compensation, retention (including incentivisation) |
Karnataka |
Public Sector |
N/A |
Training of AYUSH doctors in Emergency Medicine & normal deliveries |
strategic plan of HRH, Karnataka (Dr.S.S.Shapeti 2008) |
| 098 |
HR Planning |
Uttarakhand |
Public Sector |
2003 |
Development of a transfer policy for Grade ‘A’ and Grade ‘B’ Medical Officers is complete. For Grade ‘A’ officers, the maximum limit in one place is 2 years for Joint Director Grade and 5 years for Class I officer. The specialist will be transferred after getting his/her substitute. The transfer will be done from soft (easy) places to difficult / hilly places and vice-versa. The person is required to stay in hilly area for 3 years. Easy / plain posting will be given after completion of three years difficult / hilly posting. For Grade ‘B’ officers, the transfer policy is applicable to those who have served maximum for five years in one place and have been serving in the same district for maximum seven years. There is no restriction in posting of home district. Specialists will be posted at CHCs, Tehsil level and district hospitals as per requirement of the post. Those who have completed 5 yrs in difficult / hilly place will be posted at easy /plain area. Preference in PG admission would be accorded to those who service difficult / hilly area. |
Health Reforms in India - initiatives from nine states in India, GOI, 2003 |
| 099 |
HR Planning |
Jammu and Kashmir |
Public Sector |
N/A |
Web based electronic database of HRH developed which is linked to the HRH database. The system generates analytical reports from the databases for making logical management decisions including Right sizing of staff, need based and justified postings & transfers |
Not found |
| 100 |
HR Planning |
Bihar |
Public Sector |
mid 2010 |
One of the lessons from Bihar was the importance of leadership from senior health officials. Their custodianship of the system is key to its success. An interesting feature of the system is that the HMIS team, not the Establishment section, is implementing it. |
1) Human Resources for Health Management Information Systems- Promising practices from India. DRAFT REPORT - Project SNEH, FHI 360 2) Technical brief- Strengthening Human Resources Information Systems: Experiences from Bihar and Jharkhand, India . October 2012. Intrahelath-Vistaar project. |
| 101 |
HR Planning |
Jharkhand |
Public Sector |
mid 2010 |
Routinely reports are reviewed from the system in monthly meetings. As data use becomes habitual, the system is sustainable. |
Technical brief- Strengthening Human Resources Information Systems: Experiences from Bihar and Jharkhand, India . October 2012. Intrahelath-Vistaar project. |
| 102 |
Performance management (including supervision) and work culture |
Arunachal Pradesh |
PPP |
N/A |
Government – NGO Partnership in Primary Health Care: handing over of PHCs to NGOs or private medical colleges for maintenance. |
1) Bharathi Ghanashyam. Can public-private partnerships improve health in India? The Lancet, Volume 372, Issue 9642, Pages 878 - 879 2)Human Resources for Health in India Strategies For Increasing The Availability Of Qualified Health Workers In Underserved Areas, Jan 2011, Krishna D. Rao, Dr. Garima Gupta, Dr. T Sundararaman 3)T.Sundararaman and Garima Gupta. Human Resource for Health: The Crisis, the NRHM Response and the Policy Options. |
| 103 |
Capacity Building |
Tamil Nadu |
Private |
N/A |
Capacity building leading to a self feeding mechanism and a proactive planning model. |
Research study on Planning, Capacity building and Performance management among HRH, conducted by Swasti, Health Resource Centre (unpublished) |
| 104 |
Motivation, compensation, retention (including incentivisation) |
Uttarakhand |
Public Sector |
2006 |
Mobile Health vans in Uttarakhand: The Ramnagar van has been successful in overcoming the common challenge of staff retention by offering fair salaries as well as perquisites such as camp allowances, medical and accident insurance and adequate time off. Salaries for the staff members are competitive and part-time staff members are remunerated based on daily rates. Accommodation is also arranged for staff during camps. These additional perquisites are intended to improve motivation and minimize employee turnover |
IFPS Technical Assistance Project (ITAP). 2012. Reaching Underserved Communities through Mobile Health Vans In Uttarakhand, India. Gurgaon, Haryana: Futures Group, ITAP. |
| 105 |
Capacity Building |
All India |
Indian Railways |
N/A |
Systematic Capacity Building Needs Assessment (CBNA) was reported. They look at current roles and future roles while planning the training for the staff. |
Research study on Planning, Capacity building and Performance management among HRH, conducted by Swasti, Health Resource Centre (unpublished) |
| 106 |
Capacity Building |
All India |
Indian Army |
N/A |
Competency assessment and filling of gaps by training |
Not Found |
| 107 |
Motivation, compensation, retention (including incentivisation) |
Jammu and Kashmir |
Public Sector |
N/A |
Posting & Transfer Policy |
Transfer policy in Health Department. Government of Jammu and Kashmir, Health and Medical Education Department. Avialbale in Url: http://www.jkhealth.org/notifications/transfer.pdf |
| 108 |
Motivation, compensation, retention (including incentivisation) |
Karnataka |
Public Sector |
N/A |
Posting & Transfer Policy- transfers by counselling |
1) Health Sector Reforms in Karnataka State. Ppt by Dr. H.Sudarshan,Karuna Trust. 2)http://www.deccanherald.com/content/161197/counselling-transfers-health-dept.html 3) http://stg2.kar.nic.in/healthnew/trans-act-rule1.aspx |
| 109 |
Recruitment |
Haryana |
Public Sector |
2008 |
The recruitment process is fully web based thus the advertisement for the posts, applications, list of shortlisted applicants and finally the list of selected candidates is available on the website of the Haryana health department. State Government of Haryana has taken the lead in this by taking recruitment of regular Medical Officers out of the purview of Haryana Public Service Commission (HPSC). |
Human Resources for Health in India Strategies For Increasing The Availability Of Qualified Health Workers In Underserved Areas, Jan 2011, Krishna D. Rao, Dr. Garima Gupta, Dr. T Sundararaman |
| 110 |
Performance management (including supervision) and work culture |
Karnataka |
Public Sector |
N/A |
Community participation in monitoring of Public Sector Facilities through PRI |
|
| 111 |
HR Planning |
Andhra Pradesh |
Public Sector |
N/A |
The entire workflow will be automated and visible online – so a nurse can register online and then see her registration on the site.Even though the system has not launched yet, it is unique in that it includes health worker performance, by including “key performance indicators” (KPIs). |
Human Resources for Health Management Information Systems . Promising Practices from India. Draft Report, Project SNEH. FHI360 |
| 112 |
HR Planning |
Madhya Pradesh |
Private |
N/A |
Chirayu Medical College and Hospital has a dedicated HR Cell with the Database for all cadres being efficiently managed. The recruitment here is guided not by norms but by the need and immaterial of the maximum standards criteria (IPHS etc.) |
Research study on Planning, Capacity building and Performance management among HRH, conducted by Swasti, Health Resource Centre (unpublished) |
| 113 |
Capacity Building |
Madhya Pradesh |
Public Sector |
N/A |
Jawaharlal Nehru Cancer Hospital, Bhopal,: There is a small unit within the administrative wing of the hospital that takes care of the planning and other staffing needs and procedures. Trainings and regular CMEs are done to keep the staff updated of the technological advancements and refreshing the acquired knowledge and skills. |
Research study on Planning, Capacity building and Performance management among HRH, conducted by Swasti, Health Resource Centre (unpublished) |
| 114 |
Capacity Building |
Uttar Pradesh |
Public Sector |
2010 |
The Regular Appraisal of Program Implementation in a District (RAPID) is a model for assessment and supervision developed by the USAID-funded Maternal and Child Health Integrated Program (MCHIP), which aims to improve quality of immunization services and has demonstrated success in several districts in India. The RAPID approach is intended to guide, support and assist staff through supportive supervision to perform well in their assigned tasks, thereby improving service delivery and immunization program coverage.Onsite corrections, capacity building and data collection are parts of the assessment. In addition, training and engagement of facility staff help to make the RAPID approach sustainable. |
)Regular Appraisal of Program Implementation in District (RAPID). Innovation for improving quality of immunization services through supportive supervision. Dr. Karan Singh Sagar, Country Representative- MCHIP India 2)http://www.mchip.net/node/1445 |
| 115 |
Capacity Building |
Jharkhand |
Public Sector |
2010 |
The Regular Appraisal of Program Implementation in a District (RAPID) is a model for assessment and supervision developed by the USAID-funded Maternal and Child Health Integrated Program (MCHIP), which aims to improve quality of immunization services and has demonstrated success in several districts in India. The RAPID approach is intended to guide, support and assist staff through supportive supervision to perform well in their assigned tasks, thereby improving service delivery and immunization program coverage.Onsite corrections, capacity building and data collection are parts of the assessment. In addition, training and engagement of facility staff help to make the RAPID approach sustainable. |
)Regular Appraisal of Program Implementation in District (RAPID). Innovation for improving quality of immunization services through supportive supervision. Dr. Karan Singh Sagar, Country Representative- MCHIP India 2)http://www.mchip.net/node/1445 |
| 116 |
Capacity Building |
Uttar Pradesh |
Public Sector |
N/A |
Multi-pronged approach consisting of capacity building of supervisors in knowledge, skills and attitudes for effective supervision, supervisors training for technical competence in critical areas of work to support frontline workers and system level measures to facilitate more effective supervision. |
Not Found |
| 117 |
HR Planning |
Andhra Pradesh |
Private |
N/A |
CARE has defined the career path for all cadres. |
R. Vasantha Kumar. Case study on Care Hospitals.2011. Access Health international |
| 118 |
Performance management (including supervision) and work culture |
Andhra Pradesh |
Private |
N/A |
CARE Hospitals develops a sense of ownership in each staff member by making him/her participate in the key decision making process. The participatory budget approach is the best example for this process. It adopts an effective performance appraisal system where each cadre has defined key results areas (KRA) against which their performance is measured every year. Deskilling strategy to retain staff |
R. Vasantha Kumar. Case study on Care Hospitals.2011. Access Health international |
| 119 |
Performance management (including supervision) and work culture |
Assam |
Public Sector |
N/A |
NRHM, in the State of Assam has also developed grievance redressal mechanism for the ASHAs. The ASHAs have been given post card where they write about their grievances and send to the district. The post cards are analyzed and the grievances are addressed. |
State Programme Implementation Plan 2011-12. National Rural Health Mission, Asam. Chapter 2- Policy and Systemic Reforms |
| 120 |
Capacity building methods and tools |
Assam |
Public Sector |
N/A |
NRHM, Assam has initiated a radio programme for ASHAs, in collaboration with All India Radio (AIR), Assam to develop their knowledge and skills. Thus, the episodes of the radio programme will also act as a refresher course for the ASHAs. As per the program plan it is being aired twice in a week i.e. in the same week the programme is repeated, hence the programme is aired 4 times in a month. It is being broadcast in three languages viz. Assamese and Bangla |
State Programme Implementation Plan 2011-12. National Rural Health Mission, Asam. Chapter 2- Policy and Systemic Reforms |
| 121 |
Capacity Building |
Orissa |
PPP |
N/A |
In Mayurbhanj, NGOs are engaged for training as well as supervision of IMNCI trained workers |
Not found |
| 122 |
Motivation, compensation, retention (including incentivisation) |
kerla |
Public Sector |
N/A |
In Kerala, Debit Card for ASHAs were introduced in order to ward off delays in payment of incentive to ASHAs. Under this system, the incentives for ASHAs are credited to the respective accounts of ASHAs from the district NRHM office. The performance report of ASHAs verified by the PHC medical officer are sent to the districts, based on which payments are made by way of crediting the amount to the respective ICICI bank account of ASHA from the district headquarters. This system also generates SOEs. The card-owning ASHAs can check all transactions online and also receive SMS alerts on mobile phones on every transaction made. A tele helpline started by the bank for this initiative provides 24/7 information against various enquiries made by ASHAs. |
Directory of Innovations Implemented in the Health Sector. December 2008. Supported by Department for International Development |
| 123 |
HR Planning |
Madhya Pradesh |
Public Sector |
2006-07 |
Filling the gap of staff nurses wherein women with rural backgrounds from under-served districts are selected and sponsored for the nursing courses |
Human resources for health in India. Strategies for increasing the availability of qualified health workers in underserved areas. Krishna. D rao, Garima Gupta, T. Sundararaman.2011. |
| 124 |
Capacity building methods and tools |
Gujarat |
Public Sector |
N/A |
Involvement of existing medical colleges in the State to monitor the quality of all technical trainings |
Directory of Innovations Implemented in the Health Sector. December 2008. Supported by Department for International Development |
| 125 |
Motivation, compensation, retention (including incentivisation) |
Madhya Pradesh |
Public Sector |
N/A |
State level performance awards to staff at different levels as motivation |
Directory of Innovations Implemented in the Health Sector. December 2008. Supported by Department for International Development |
| 126 |
Motivation, compensation, retention (including incentivisation) |
Karnataka |
Public Sector |
N/A |
An award of Rs 5000 to the best performing ANM in every district |
Directory of Innovations Implemented in the Health Sector. December 2008. Supported by Department for International Development |
| 127 |
Motivation, compensation, retention (including incentivisation) |
Uttrakhand |
Public Sector |
N/A |
State provide mobile phones to ANMs in selected Districts and a minimum recharging amount (Rs 230) will be paid to ANM s with mobiles |
Directory of Innovations Implemented in the Health Sector. December 2008. Supported by Department for International Development |
| 128 |
Motivation, compensation, retention (including incentivisation) |
Uttar Pradesh |
Public Sector |
N/A |
A special incentive scheme for provision of incentives for staff attending night deliveries |
Directory of Innovations Implemented in the Health Sector. December 2008. Supported by Department for International Development |
| 129 |
Motivation, compensation, retention (including incentivisation) |
Meghalaya |
Public Sector |
N/A |
Special allowances for remote districts |
Not Found |
| 130 |
Motivation, compensation, retention (including incentivisation) |
Jharkhand |
Public Sector |
N/A |
Special allowances for remote districts |
Indian Approaches to Retaining Skilled Health Workers in Rural Areas. Thiagarajan Sundararaman & Garima Gupta (2011) |
| 131 |
Motivation, compensation, retention (including incentivisation) |
Gujrat |
Public Sector |
N/A |
Special allowances for remote districts |
Not Found |
| 132 |
Motivation, compensation, retention (including incentivisation) |
Chhattisgarh |
Public Sector |
N/A |
Chhattisgarh Rural Medical Core (CRMC) scheme includes categorization into three zones according to difficulty levels and offering various incentives for each level. |
T.Sundararaman and Garima Gupta. Human Resource for Health: The Crisis, the NRHM Response and the Policy Options. |
| 133 |
Motivation, compensation, retention (including incentivisation) |
Jharkhand |
Public Sector |
N/A |
Post graduate linkages |
|
| 134 |
Motivation, compensation, retention (including incentivisation) |
Gujarat |
Public Sector |
N/A |
Post graduate linkages |
|
| 135 |
Motivation, compensation, retention (including incentivisation) |
Meghalaya |
Public Sector |
N/A |
Post graduate linkages |
|
| 136 |
Motivation, compensation, retention (including incentivisation) |
Mizoram |
Public Sector |
N/A |
Post graduate linkages |
|
| 137 |
Motivation, compensation, retention (including incentivisation) |
Uttar Pradesh |
Public Sector |
N/A |
Post graduate linkages |
|
| 138 |
Motivation, compensation, retention (including incentivisation) |
Uttarakhand |
Public Sector |
N/A |
Post graduate linkages |
|
| 139 |
HR Planning |
Karnataka |
Public Sector |
N/A |
Employing health workers from tribal communities |
Innovations in Development.Improving Health Services for Tribal Populations- Karnataka, Rajasthan and Tamil Nadu. 2011, Issue 4. Minsitry of Finance, Department of Economic Affairs and The World Bank in India |
| 140 |
HR Planning |
Rajasthan |
Public Sector |
N/A |
Employing health workers from tribal communities |
Innovations in Development.Improving Health Services for Tribal Populations- Karnataka, Rajasthan and Tamil Nadu. 2011, Issue 4. Minsitry of Finance, Department of Economic Affairs and The World Bank in India |
| 141 |
HR Planning |
Tamil Nadu |
Public Sector |
N/A |
Employing health workers from tribal communities |
Innovations in Development.Improving Health Services for Tribal Populations- Karnataka, Rajasthan and Tamil Nadu. 2011, Issue 4. Minsitry of Finance, Department of Economic Affairs and The World Bank in India |
| 142 |
Performance management (including supervision) and work culture |
Karnataka |
PPP |
N/A |
Government – NGO Partnership in Primary Health Care: handing over of PHCs to NGOs or private medical colleges for maintenance. |
1) Bharathi Ghanashyam. Can public-private partnerships improve health in India? The Lancet, Volume 372, Issue 9642, Pages 878 - 879 2)Human Resources for Health in India Strategies For Increasing The Availability Of Qualified Health Workers In Underserved Areas, Jan 2011, Krishna D. Rao, Dr. Garima Gupta, Dr. T Sundararaman 3)T.Sundararaman and Garima Gupta. Human Resource for Health: The Crisis, the NRHM Response and the Policy Options. |
| 143 |
Performance management (including supervision) and work culture |
Karnataka |
PPP |
N/A |
Handing over of the OPEC assisted Rajiv Gandhi super-specialty hospital to Apollo group as a joint venture |
Not Found |
| 144 |
HR Planning |
Tamil Nadu |
Public Sector |
1940s |
Distinct cadre of Public Sector professionals |
Information from a direct interview. No docuements available |
| 145 |
HR Planning |
Rajasthan |
Public Sector |
Not available |
To ensure the availability of Medical officers in rural areas, a specific cadre of Rural Medical Officers has been created in the state. Doctors who opt for the service are bound to work at rural areas only; district level postings are not allowed. |
Not Found |
| 146 |
Recruitment |
Rajasthan |
Public Sector |
Not available |
Contractual appointments of Auxiliary Nurse Midwives (ANMs), Laboratory technicians, Staff nurses and medical officers at the district level are also being made. |
|
| 147 |
Motivation, compensation, retention (including incentivisation) |
Madhya Pradesh |
Public Sector |
2005 |
A monthly cash incentive scheme and recognition of the best performing worker, based on recommendations of BMO |
Directory of Innovations Implemented in the Health Sector. December 2008. Supported by Department for International Development |
| 148 |
Motivation, compensation, retention (including incentivisation) |
Gujarat |
Public Sector |
2006-2007 |
In order to expand service reach and to reduce the health disparities in tribal, coastal and difficult pockets, additional resources have been deployed in the areas. Key incentives include: A flexi-time approach for service providers and health facilities, top priority for providers in these areas for professional development programmes |
Directory of Innovations Implemented in the Health Sector. December 2008. Supported by Department for International Development |
| 149 |
Motivation, compensation, retention (including incentivisation) |
Karnataka |
Public Sector |
2006-07 |
Provision of contractual doctors and staff nurses at the PHCs for the 24/7 services, honorarium for night deliveries in the PHCs in backward districts and remote area allowance to doctors and nurses in 100 PHCs |
Directory of Innovations Implemented in the Health Sector. December 2008. Supported by Department for International Development |
| 150 |
Motivation, compensation, retention (including incentivisation) |
Mizoram |
Public Sector |
2006-07 |
Vehicle loan for health worker, health supervisor and community health worker |
Directory of Innovations Implemented in the Health Sector. December 2008. Supported by Department for International Development |
| 151 |
Motivation, compensation, retention (including incentivisation) |
Sikkim |
Public Sector |
2006-07 |
Posting ANMs on deputation to sub-centres compensate for leave of absence |
Directory of Innovations Implemented in the Health Sector. December 2008. Supported by Department for International Development |
| 152 |
Motivation, compensation, retention (including incentivisation) |
Assam |
Public Sector |
2006-07 |
Performance-based incentives to hospitals for institutional delivery . Incentives will include normal and caesarean deliveries. Only FRUs with staff staying within two km of the hospital will be eligible for the incentives. The cash incentives will be paid to the institution and 50% of the incentives will be deposited in the Hospital Management Committees/RKS and the other 50% will be paid to the team conducting the deliveries |
Directory of Innovations Implemented in the Health Sector. December 2008. Supported by Department for International Development |
| 153 |
HR Planning |
Karnataka |
Public Sector |
|
Tribal girls were trained in the ANM curriculum and posted in local sub-centres. This had the effect of empowering girls from tribal communities to serve their people, and improving service delivery arising out of the problem of vacant posts at sub-centres in tribal areas |
Directory of Innovations Implemented in the Health Sector. December 2008. Supported by Department for International Development |
| 154 |
Capacity Building |
Sikkim |
Public Sector |
2005-06 |
Skill development training for MPHW (male) for assuming joint responsibility of implementation of RCH II at the sub-centre |
Directory of Innovations Implemented in the Health Sector. December 2008. Supported by Department for International Development |
| 155 |
HR Planning |
Rajasthan |
Public Sector |
|
A new cadre of District Public Sector Nursing Officer (PHNO) reserved for women to supervise and support ANMs and LHVs of the district |
Directory of Innovations Implemented in the Health Sector. December 2008. Supported by Department for International Development |
| 156 |
Capacity Building |
Chattisgarh |
Public Sector |
|
A new cadre of District Public Sector Nursing Officer (PHNO) reserved for women to supervise and support ANMs and LHVs of the district |
Directory of Innovations Implemented in the Health Sector. December 2008. Supported by Department for International Development |
| 157 |
HMotivation, compensation, retention (including incentivisation) |
Odisha |
Public Sector |
2011 |
Provision of bi-cycle has been made as a mobility support for ASHAs to reach out to the households that she covers while performing her tasks in inaccessible pockets where transport system is not available. |
National Rural health Mission, Odisha. Annual Report 2011-12. Health & Family Welfare Department, Govt of Odisha. |
| 158 |
Motivation, compensation, retention (including incentivisation) |
Odisha |
Public Sector |
2012 |
Provision of ASHA Gruha at health institutions is intended to provide a space for theASHAs to take rest and get the required information while coming to the hospital to accompany the pregnant woman for institutional delivery. All the district head quarters along with the medical college hospitals and FRU institutions of the state have taken up the initiatives to establishASHAGruha (ASHAHelp Desk-cum-Rest Shed at Health Facility) for accommodating ASHAs who are coming to the hospitals while accompanying pregnant women for institutional delivery. |
National Rural health Mission, Odisha. Annual Report 2011-12. Health & Family Welfare Department, Govt of Odisha. |
| 159 |
HR Planning |
Chattisgarh |
Public Sector |
2012 |
Provision of ASHA Gruha at health institutions is intended to provide a space for theASHAs to take rest and get the required information while coming to the hospital to accompany the pregnant woman for institutional delivery. All the district head quarters along with the medical college hospitals and FRU institutions of the state have taken up the initiatives to establishASHAGruha (ASHAHelp Desk-cum-Rest Shed at Health Facility) for accommodating ASHAs who are coming to the hospitals while accompanying pregnant women for institutional delivery. |
National Rural health Mission, Odisha. Annual Report 2011-12. Health & Family Welfare Department, Govt of Odisha. |
| 160 |
Motivation, compensation, retention (including incentivisation) |
Haryana |
Public Sector |
2008 |
Higher compensation packages and incentives to match the packages offered by private sector and meet the opportunity cost of the doctor. Empowering doctors with more control over budget for the institutional support |
T.Sundararaman and Garima Gupta. Human Resource for Health: The Crisis, the NRHM Response and the Policy Options. |
| 161 |
HR Planning |
West Bengal |
Public Sector |
|
The criteria of selection of ANM was that the woman should have completed schooling, should have been married (so as to avoid the risk of her leaving the village due to marriage) and that she should be assessed as likely to remain resident in that village due to her family, property and social circumstances. During the process of training her links with her village were maintained and as soon as she completed training she became an employee of the local government institution as a nursemidwife. |
T.Sundararaman and Garima Gupta. Human Resource for Health: The Crisis, the NRHM Response and the Policy Options. |
| 162 |
HR Planning |
Assam |
Public Sector |
2004 |
introduce a three-year diploma course in Medicine and Public Sector in order to provide manpower to address rural health care needs. The Assam Rural Health Regulatory Act started a special medical course, namely Diploma in Medicine and Rural Health Care (DMRHC) and enabled the diploma holders to man the rural PHCs. |
T.Sundararaman and Garima Gupta. Human Resource for Health: The Crisis, the NRHM Response and the Policy Options. |
| 163 |
Motivation, compensation, retention (including incentivisation) |
Madhya Pradesh |
Public Sector |
|
The government of Madhya Pradesh has allowed private practice during off duty hours. |
Managing Human Resources for Health in India- A case study of Madhya Pradesh & Gujarat 2007.Central Bureau of Health Intelligence In collaboration with WHO - India Country Office |
| 164 |
Capacity Building |
|
Public Sector |
2012 |
Swasthya Slate ( Health Tablet) is a computer and an Android phone rolled into one - that works as a diagnostic tool for multiple activities like conduct ECG, measure heart rate, test quality of water, measure blood sugar and blood pressure and also take body temperature. At present, when ANMs or ASHAs visit villages, they have to ask people to the primary health centres to get tested. Hence, they wanted something that enabled them to make decisions and deliver better quality care on the spot. Swasthya Slate software also brings features like Decision Support System, capable of suggesting treatment modalities to specific ailments to the frontline health care worker. Specialist doctors are hard to find at primary health centres. The health care worker can access the decision support system and advice basic precautions to the patient before contacting the specialist. This is not to replace the doctors but to enable the frontline worker provide initial referral and urgent information of the health condition. |
1.http://www.swasthyaslate.org/genesis.php 2.http://articles.timesofindia.indiatimes.com/2012-03-26/india/31239762_1_ashas-software-device 3. |
