2. who I am
• visual art, technology and education
• university lecturer, writing advisor
3. what we will cover….
• resource materials
• workshop format
• poster making considerations
• common challenges
4. Tell me something about your connection to
posters and poster making.
Have you created a poster?
Do you give poster assignments?
Are you an artist interested in poster making?
who you are….
8. 1
1. The results in this section have been altered at the request of
the researcher and may not coincide with additional information
found on this poster.
2. The treatment of certain chemicals may affect how much of the
MPB is detected and if the species are strengthened or
weakened due to what may be detected.
3. The differences found in this research is not reflected in the text
that has been inserted in this section of the poster and
therefore the information you are currently reading is only filler
correct information that has
Yet to be published.
If you are interested in
researching this topic further
you can always source the
author online.
pine spruce
charts below have been fabricated not real data
These results illustrated here
are not the actual results of
this research. This research
is still active, therefore the
results have been blocked out
and fabricated text and charts
have been inserted. The
important part of this poster is
the layout not the content.
Look at the way she has
managed to lay out a grid and
yet direct the reader on how
to move through the poster.
(Figure 3).
spruce pine
spruce pine
9. Impact of the Financial and Non-Financial Incentives in the Zambia
Health Workers Retention Scheme (ZHWRS) on the Recipients
Presented by: Clément M. Habiyakare, MPH Global Health Student, SFU / Email: chabiyak@sfu.ca
Site Preceptor: Dr. Fastone M. Goma, Human Resources for Health Research to Action Group Team Leader, ZAMFOHR
Senior Supervisor: Dr. Craig R. Janes, Professor, SFU
Acknowledgements: Derrick Hamavhwa, Information Manager at ZAMFOHR; and Dr. Fastone M. Goma, HRH-RAG Team Leader at ZAMFOHR. Thanks goes also to the health
workers in Chibombo and Gwembe districts that candidly agreed to share their views and experiences on the retention scheme.
In 2003, the MOH introduced an innovative
strategy to recruit and retain doctors in rural
and remote areas, commonly known as the
Zambia Health Workers Retention Scheme1.
Then, the scheme was expanded to include
other health workers in 2007. The scale-up of
the scheme followed the recommendations of
the Human Resources for Health Strategic
Plan 2006-20102. However, no thorough
evaluation has been carried out since the 2005
Mid-Term Review which concluded that the
scheme as is had increased the number of
Zambian health workers in rural areas 3. The
purpose of this qualitative study was to go
beyond the noticeable increased staffing levels
in rural areas as an indicator of the scheme’s
success, but to examine the impact of each
individual incentive.
Introduction
Describe the financial and non-financial incentives
present in the ZHWRS.
Evaluate the impact of the financial and non-financial
incentives on the recipients of such a scheme.
Objectives
Convenience sampling of 2 rural health districts,
including Chibombo (Central province) and Gwembe
(Southern province).
2 key informant interviews with policy-makers for
contextual information
7 face-to-face, in-depth, individual semi-structured
interviews with health workers currently enrolled on
the scheme
Methodology
Future direction
1 MOH Zambia. Directorate of Human Resources and
Administration. April 2010. Zambia Health Workers Retention
Scheme Policy Guidelines. Government of Zambia: Lusaka.
2 Chankova, S. Sulzbach, S. April 2006. Zambia Health
Services and Systems Occasional Paper Series. Human
Resources for Health, Number 1. Bethesda, MD: Health Services
and Systems Program, Abt Associates Inc.
3 Koot, J. Martineau, T. March 2005. Mid Term Review: Zambia
Health Workers Retention Scheme (ZHWRS) 2003-2004. Chapel
Hill: HRH Global Resource Center.
DiscussionEmerging themes
Health workers generally refer to professional
conscience as motivating factors that initially
attracted them to work in a rural setting.
It is quite possible that some would have
worked in a rural area for the length of a
contract without any financial incentive.
Health workers are satisfied with the ZHWRS
monthly allowance and other benefits (in
comparison to other government entitlements).
The case of the ZHWRS illustrates the
relevance of non-financial incentives on their
recruitment and retention.
Health worker motivation in rural areas
Treatment by the management, not salary and benefits, was identified
by the health workers as a major factor of recruitment to a rural setting.
Adequacy of the financial incentives
Health workers reported that the monthly salary top-up was relatively more
important than other government allowances in terms of amount, but
inflation issues remained a concern.
Information flow about the scheme
Health workers demonstrated limited knowledge on their
scheme entitlements, apart the monthly salary top-up.
Health
worker
District
Medical
Office
Provincial
Medical
Office
Ministry
of
Health
ZHWRS
Other
government
allowances
Base
salary Adequacy of the non-financial incentives
Health workers reported that lack of proper infrastructure contributed to social
isolation and remoteness of a facility, but they were content with access to
free health care services.
References
The findings of this small qualitative study should
be confirmed with more systematic research.
Urban
areas
Rural
areas
Financial incentives
Salary top-up
Vehicle loan
House rehabilitation allowance
End-of-contract bonus
Non-financial incentives
Water provision
Rural electrification
Transportation
Radio-communications
Institutional housing
Medical equipment
Limited information outflow on the scheme
Concentration of workforce in urban areas
Health worker income pyramid
Core element of the scheme
Source:Googleimages
Source:Mapworld.com
10.
11. • Perform an environmental scan
quantitative data available on
eating disorder prevalence
among children and youth
within VCH in order to
supplement, and enhance
information currently available
surrounding the prevalence of
eating disorders among children
and youth within the VCH regio
• Use data and evidence to
determine when and how
children and youth with eating d
navigate the system.
• Use information from the envir
interviews and the data review to
service provision within differen
of VCH.
• Use Eating Disorder sub-group
consult members to gather infor
about evidence-based practices c
available for children and youth
disorders.
• Assist Eating Disorder sub-grou
identifying key strategies for add
gaps in service provision for chi
disorders within VCH.
Preceptors: Jennifer
Senior Supervis
The Paediatric Child and Youth Council (PCY) at
Vancouver Coastal Health (VCH) was established in the
interest of creating a more integrated approach to the
delivery of services for children and youth within the
regional health authority and provide the leadership
required to coordinate the planning and delivery of
services and regional policies, with the goal of optimizing
health care across the continuum of care,. One of the
priority areas of the PCY Council is mental health,
including eating disorders. A combination of treatment
and prevention is crucial to tackling the increasingly
salient issue of eating disorders among children and youth
in Canada.
Although eating disorders affect a small percentage
of the population, they have significant impacts on child
and youth mental health services, specifically
hospitalization. The province of British Columbia has
the highest Canadian hospitalization rate for women with
eating disorders at 15.9 per 100,000. Each year, BC
spends about $3.4 million on hospital-
based care for eating disorders.
Furthermore, a recent BC analysis
shows that it may be spending up to
30 times as much, or $101.7 million,
on long-term disability payments for
people with anorexia. Adolescents of
both sexes between the ages of 10 and
19 years have the highest rate of
hospitalization for eating disorders. http://news.stanford.edu/news/2006/december6/gifs/
eating.jpg
RATIONALE STRAT
OBJECTIVES
12. Serifed font Sans
serifed
font
Name:
60 Pt. Arial
Body Text:
32 Pt. Arial
Captions:
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Headings:
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