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Existing Staff Vs Required Staff
EXISTING CALCULATED REQUIRED STAFF
Challenges
Training
Records keeping issues; data
separation
Mistaken for market premium
determination
Skepticism
Funding
CONCLUSIONS
1. Despite its limitations, the WISN tool is a useful, more
objective and empirical method of determining staff
requirements based on service utilization and workload.
2. The Donkorkrom pilot suggests a critical shortage of key
professionals such as Doctors, Biomedical scientists,
Dispensing Technicians, Midwives and Nurses among
others
i. This has given way for auxiliaries to take up
responsibilities that are above their level of training.
This poses a real threat to quality health care and
increases the risk of medico-legal suits against the
hospital.
ii. Whilst some professionals are in short supply, many categories
of auxiliary staff are overstaffed, a situation that is more than
the 60% professionals to 40% auxiliaries norm used in Ghana.
3. Documentation and record keeping is far below
expectations (a study on documentation is
complete and is due to be published)
RECOMMENDATIONS/POLICY IMPLICATIONS
DONKORKROM PRESBYTERIAN
HOSPITAL
Train or recruit the core clinical
professionals to fill the gaps identified in
this study to enhance quality of health
care delivery
Streamline the additional employment of
auxiliary staff and make deliberate efforts
to train some of the existing auxiliaries to
become professionals
DONKORKROM PRESBYTERIAN HOSPITAL
Integrate WISN into the organizational
processes as the basis of Managements
human resource policy decisions.
Special motivational package for staff
who are clearly overburdened with
work but to be removed when the
indicators no longer warrants it.
Recommendations MoH/GHS/CHAG
As a matter of policy, adopt and promote
the use of the WISN method as the
standard tool of determining the staffing
needs in health facilities across the country
to partly resolve the issue of mal-
distribution of health staff
Organize in-service training for health
facilities across the country on the use of
WISN as a human resource planning tool.
Recommendations MoH/GHS/CHAG
Designate National/Regional workload
analysis focal persons to support, train
and coordinate the integration of WISN
into the organizational processes of
GHS/CHAG (Avoid WISN being a one-
off event)
Advocate for the inclusion of the WISN
methods as a subject or topic in the
training of health care professionals
Utilization of results
Intra-hospital analysis led to internal
redistribution of some staff especially
nurses
In line with GHAG directive, a WISN-
based human resource plan is being
developed
WISN analysis of our health centres is
also in progress
A laundry in need of help
and so far,
if you have been,
thanks for listening!
12/23/2013 avokaj@yahoo.com
Contributions
Clarifications
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