The determinants of staff retention after Emergency Obstetrics and Newborn Care training in Kenya: a cross-sectional study
Abstract Introduction Kenya’s maternal mortality ratio is relatively high at 342/100,000 live births. Confidential enquiry into maternal deaths showed that 90% of the maternal deaths received substandard care with health workforce related factors identified in 75% of 2015/2016 maternal deaths. Compe...
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| Format: | Article |
| Language: | English |
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BMC
2022-07-01
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| Series: | BMC Health Services Research |
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| Online Access: | https://doi.org/10.1186/s12913-022-08253-2 |
| _version_ | 1828775035792261120 |
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| author | Duncan N. Shikuku Irene Nyaoke Onesmus Maina Martin Eyinda Sylvia Gichuru Lucy Nyaga Fatuma Iman Edna Tallam Ibrahim Wako Issak Bashir Helen Allott Charles Ameh |
| author_facet | Duncan N. Shikuku Irene Nyaoke Onesmus Maina Martin Eyinda Sylvia Gichuru Lucy Nyaga Fatuma Iman Edna Tallam Ibrahim Wako Issak Bashir Helen Allott Charles Ameh |
| author_sort | Duncan N. Shikuku |
| collection | DOAJ |
| description | Abstract Introduction Kenya’s maternal mortality ratio is relatively high at 342/100,000 live births. Confidential enquiry into maternal deaths showed that 90% of the maternal deaths received substandard care with health workforce related factors identified in 75% of 2015/2016 maternal deaths. Competent Skilled Health Personnel (SHP) providing emergency obstetric and newborn care (EmONC) in an enabling environment reduces the risk of adverse maternal and newborn outcomes. The study objective was to identify factors that determine the retention of SHP 1 – 5 years after EmONC training in Kenya. Methods A cross-sectional review of EmONC SHP in five counties (Kilifi, Taita Taveta, Garissa, Vihiga and Uasin Gishu) was conducted between January–February 2020. Data was extracted from a training database. Verification of current health facilities where trained SHP were deployed and reasons for non-retention were collected. Descriptive data analysis, transfer rate by county and logistic regression for SHP retention determinants was performed. Results A total of 927 SHP were trained from 2014–2019. Most SHP trained were nurse/midwives (677, 73%) followed by clinical officers (151, 16%) and doctors (99, 11%). Half (500, 54%) of trained SHP were retained in the same facility. Average trained staff transfer rate was 43%, with Uasin Gishu lowest at 24% and Garissa highest at 50%. Considering a subset of trained staff from level 4/5 facilities with distinct hospital departments, only a third (36%) of them are still working in relevant maternity/newborn/gynaecology departments. There was a statistically significant difference in transfer rate by gender in Garissa, Vihiga and the combined 5 counties (p < 0.05). Interval from training in years (1 year, AOR = 4.2 (2.1–8.4); cadre (nurse/midwives, AOR = 2.5 (1.4–4.5); and county (Uasin Gishu AOR = 9.5 (4.6- 19.5), Kilifi AOR = 4.0 (2.1–7.7) and Taita Taveta AOR = 1.9 (1.1–3.5), p < 0.05, were significant determinants of staff retention in the maternity departments. Conclusion Retention of EmONC trained SHP in the relevant maternity departments was low at 36 percent. SHP were more likely to be retained by 1-year after training compared to the subsequent years and this varied from county to county. County policies and guidelines on SHP deployment, transfers and retention should be strengthened to optimise the benefits of EmONC training. |
| first_indexed | 2024-12-11T15:33:04Z |
| format | Article |
| id | doaj.art-0f342431f658426aaf92de562385f350 |
| institution | Directory Open Access Journal |
| issn | 1472-6963 |
| language | English |
| last_indexed | 2024-12-11T15:33:04Z |
| publishDate | 2022-07-01 |
| publisher | BMC |
| record_format | Article |
| series | BMC Health Services Research |
| spelling | doaj.art-0f342431f658426aaf92de562385f3502022-12-22T01:00:01ZengBMCBMC Health Services Research1472-69632022-07-0122111010.1186/s12913-022-08253-2The determinants of staff retention after Emergency Obstetrics and Newborn Care training in Kenya: a cross-sectional studyDuncan N. Shikuku0Irene Nyaoke1Onesmus Maina2Martin Eyinda3Sylvia Gichuru4Lucy Nyaga5Fatuma Iman6Edna Tallam7Ibrahim Wako8Issak Bashir9Helen Allott10Charles Ameh11Liverpool School of Tropical MedicineLiverpool School of Tropical MedicineLiverpool School of Tropical MedicineLiverpool School of Tropical MedicineLiverpool School of Tropical MedicineLiverpool School of Tropical MedicineDepartment of HealthNursing Council of KenyaClinical Officers Council of KenyaDepartment of Family Health, Ministry of HealthLiverpool School of Tropical MedicineLiverpool School of Tropical MedicineAbstract Introduction Kenya’s maternal mortality ratio is relatively high at 342/100,000 live births. Confidential enquiry into maternal deaths showed that 90% of the maternal deaths received substandard care with health workforce related factors identified in 75% of 2015/2016 maternal deaths. Competent Skilled Health Personnel (SHP) providing emergency obstetric and newborn care (EmONC) in an enabling environment reduces the risk of adverse maternal and newborn outcomes. The study objective was to identify factors that determine the retention of SHP 1 – 5 years after EmONC training in Kenya. Methods A cross-sectional review of EmONC SHP in five counties (Kilifi, Taita Taveta, Garissa, Vihiga and Uasin Gishu) was conducted between January–February 2020. Data was extracted from a training database. Verification of current health facilities where trained SHP were deployed and reasons for non-retention were collected. Descriptive data analysis, transfer rate by county and logistic regression for SHP retention determinants was performed. Results A total of 927 SHP were trained from 2014–2019. Most SHP trained were nurse/midwives (677, 73%) followed by clinical officers (151, 16%) and doctors (99, 11%). Half (500, 54%) of trained SHP were retained in the same facility. Average trained staff transfer rate was 43%, with Uasin Gishu lowest at 24% and Garissa highest at 50%. Considering a subset of trained staff from level 4/5 facilities with distinct hospital departments, only a third (36%) of them are still working in relevant maternity/newborn/gynaecology departments. There was a statistically significant difference in transfer rate by gender in Garissa, Vihiga and the combined 5 counties (p < 0.05). Interval from training in years (1 year, AOR = 4.2 (2.1–8.4); cadre (nurse/midwives, AOR = 2.5 (1.4–4.5); and county (Uasin Gishu AOR = 9.5 (4.6- 19.5), Kilifi AOR = 4.0 (2.1–7.7) and Taita Taveta AOR = 1.9 (1.1–3.5), p < 0.05, were significant determinants of staff retention in the maternity departments. Conclusion Retention of EmONC trained SHP in the relevant maternity departments was low at 36 percent. SHP were more likely to be retained by 1-year after training compared to the subsequent years and this varied from county to county. County policies and guidelines on SHP deployment, transfers and retention should be strengthened to optimise the benefits of EmONC training.https://doi.org/10.1186/s12913-022-08253-2Emergency obstetrics and newborn careSkilled health personnelStaff retentionMaternal and newborn healthMaternityKenya |
| spellingShingle | Duncan N. Shikuku Irene Nyaoke Onesmus Maina Martin Eyinda Sylvia Gichuru Lucy Nyaga Fatuma Iman Edna Tallam Ibrahim Wako Issak Bashir Helen Allott Charles Ameh The determinants of staff retention after Emergency Obstetrics and Newborn Care training in Kenya: a cross-sectional study BMC Health Services Research Emergency obstetrics and newborn care Skilled health personnel Staff retention Maternal and newborn health Maternity Kenya |
| title | The determinants of staff retention after Emergency Obstetrics and Newborn Care training in Kenya: a cross-sectional study |
| title_full | The determinants of staff retention after Emergency Obstetrics and Newborn Care training in Kenya: a cross-sectional study |
| title_fullStr | The determinants of staff retention after Emergency Obstetrics and Newborn Care training in Kenya: a cross-sectional study |
| title_full_unstemmed | The determinants of staff retention after Emergency Obstetrics and Newborn Care training in Kenya: a cross-sectional study |
| title_short | The determinants of staff retention after Emergency Obstetrics and Newborn Care training in Kenya: a cross-sectional study |
| title_sort | determinants of staff retention after emergency obstetrics and newborn care training in kenya a cross sectional study |
| topic | Emergency obstetrics and newborn care Skilled health personnel Staff retention Maternal and newborn health Maternity Kenya |
| url | https://doi.org/10.1186/s12913-022-08253-2 |
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