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Research article
Hlologelo Malatji
Centre for Health Policy, School of Public Health, University of the Witwatersrand
Corresponding Author
ORCiD: https://orcid.org/0000-0002-0093-0879
License:
This work is licensed under a CC BY 4.0 License. Read Full License
Background
Many low- and middle- income countries (LMICs) are repositioning community health workers (CHW) programmes to provide promotive and preventive services and referrals to the formal health service. However, the CHW low literacy levels, insufficient supervision and fragmented programmes result in the under-performance of the programmes in many settings. In this paper, we report on the realist evaluation of an intervention to explain mechanisms that led to a change in CHW care and household coverage in a semi-rural area of South Africa.
Methods
Using a case study approach, we conducted in-depth interviews, focus group discussions and observations to document the experiences of CHWs, their supervisors, clients, facility staff and community representatives prior to the intervention, during, and after a 6 month post-intervention gap to assess how the benefits were generated and sustained.
Results
The nurse mentor (senior nurse) intervention operated in a complex and dynamic environment with resource shortages, conflicts between CHWs and facility staff, and a disruptive CHW labour union. Over 15 months, the mentor was able to overcome these issues and (1) create learning platforms for the CHWs and their supervisors to learn and practice new skills relating to priority activities, (2) address their fears of failing and (3) establish operational systems to address inefficiencies in the CHWs’ activities, resulting in improved service provision and household coverage. An increase in the CHWs’ stipend to the minimum wage improved their motivation, and their direct employment by the Department of Health led to their formal integration into the health care team working at their ‘home’ facility. However, given the volatile communities in which the teams operated, and the communities focus on demanding government housing, the nurse mentor was not able to establish a collaboration with the community structures.
Conclusions
A roving nurse mentor overseeing several CHW teams within a district healthcare system is a feasible option, particularly in a context where there is a shortage of qualified supervisors. However, the long term sustainability of the effects of intervention is dependent on CHWs’ formal employment by the Department of Health.
Keywords
community health workers, realist evaluation, intervention, South Africa, health system integration
This is a list of supplementary files associated with this preprint. Click to download.
- Additionalfile1.docx
Interview guide for community health workers
- Additionalfile2.docx
Interview guide for outreach team leaders
- Additionalfile3.docx
Observation template for community health worker activities
- Additionalfile4.docx
Focus group discussion guide for community health worker
- COREQchecklist.docx
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This preprint is under consideration at BMC Health Services Research. A preprint is a preliminary version of a manuscript that has not completed peer review at a journal. Research Square does not conduct peer review prior to posting preprints. The posting of a preprint on this server should not be interpreted as an endorsement of its validity or suitability for dissemination as established information or for guiding clinical practice.
Learn more about In Review
Research article
Hlologelo Malatji
Centre for Health Policy, School of Public Health, University of the Witwatersrand
Corresponding Author
ORCiD: https://orcid.org/0000-0002-0093-0879
Badges
Prescreen
This manuscript passed our Prescreen assessment
Complete author information
Appropriate declaration statements
Potential risks to human health
Prescreen
Peer Review Timeline
CURRENT STATUS: Under Review
Version 1
Posted 02 Mar, 2021
No community comments so far
Reviewer #2 agreed
On 31 Mar, 2021
Reviewers invited
Invitations sent on 16 Mar, 2021
Reviewer #1 agreed
On 16 Mar, 2021
Editor assigned
On 28 Feb, 2021
Submission checks complete
On 26 Feb, 2021
Editor invited
On 24 Feb, 2021
License:
This work is licensed under a CC BY 4.0 License. Read Full License
Background
Many low- and middle- income countries (LMICs) are repositioning community health workers (CHW) programmes to provide promotive and preventive services and referrals to the formal health service. However, the CHW low literacy levels, insufficient supervision and fragmented programmes result in the under-performance of the programmes in many settings. In this paper, we report on the realist evaluation of an intervention to explain mechanisms that led to a change in CHW care and household coverage in a semi-rural area of South Africa.
Methods
Using a case study approach, we conducted in-depth interviews, focus group discussions and observations to document the experiences of CHWs, their supervisors, clients, facility staff and community representatives prior to the intervention, during, and after a 6 month post-intervention gap to assess how the benefits were generated and sustained.
Results
The nurse mentor (senior nurse) intervention operated in a complex and dynamic environment with resource shortages, conflicts between CHWs and facility staff, and a disruptive CHW labour union. Over 15 months, the mentor was able to overcome these issues and (1) create learning platforms for the CHWs and their supervisors to learn and practice new skills relating to priority activities, (2) address their fears of failing and (3) establish operational systems to address inefficiencies in the CHWs’ activities, resulting in improved service provision and household coverage. An increase in the CHWs’ stipend to the minimum wage improved their motivation, and their direct employment by the Department of Health led to their formal integration into the health care team working at their ‘home’ facility. However, given the volatile communities in which the teams operated, and the communities focus on demanding government housing, the nurse mentor was not able to establish a collaboration with the community structures.
Conclusions
A roving nurse mentor overseeing several CHW teams within a district healthcare system is a feasible option, particularly in a context where there is a shortage of qualified supervisors. However, the long term sustainability of the effects of intervention is dependent on CHWs’ formal employment by the Department of Health.
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