14. Dangaji PHCU PHCU RI
Liang PHCU PHCU RI
Bunj RI PHCC PHCC RI
Bouny CH CH RI
Gesm Allah PHCU PHCU RI
Shetha PHCU PHCU RI
Thouyege PHCU PHCU RI
Jamum 7,345 Jamam PHCC PHCU RI
Nila PHCU PHCU RI
Bugaya PHCU PHCU RI
Poumki PHCU PHCU RI
Tonkayo PHCU PHCU RI
Doro PHCC PHCC RI
Jekow 17,929 Jekow PHCU PHCU SAVE
Wunkir PHCU PHCU SAVE
Jotome PHCU PHCU SAVE
Kigile 3,003 Kigle PHCU PHCU SAVE
Maiwut 11,878 Maiwut PHCC PHCC SAVE
Nyetok Nyatok PHCU PHCU SAVE
Pagak 19,000 Pagak PHCC PHCC SAVE
Turu PHCU PHCU SAVE
Uleng PHCU PHCU SAVE
Malek PHCU PHCU SAVE
Maiwut
Jotome 17,202
Turu Payam 17,818
Maban
Boung 12,275
Khor El Amer 6,833
16. 3. Harmonization of Salaries
Principle #3
Harmonize Salaries
(between NGO and
Government Workers)
17. IMA and SMOH
devised a revised
salary range helping
to mitigate the large
difference between
former NGO and
MOH supported
facilities; salary
ranges approved by
the SMOH and
implemented in both
States
20. How did it work?
Incentives were
given as Block Grants
to Health Facilities
and paid out
monthly on a
sliding scale based
on performance.
(i.e .# vaccines, #
deliveries, # patients
seen, stock outs, waste
management, etc)
21. How much did it
cost?
Maximum amounts
attained and paid in
local currency were
approximately
• $1200/mo for
County Hospitals
• $900/mo for
County Health
Departments
• $500/mo for
Health Centers
22. Did it work?
During the first six-
month period (Jan.-
June 2013)
approximately
$380,000 in
incentives was paid
out as cash grants
23. How did it work?
For those indicators
that were linked to
payments (i.e. Child
Consultations and ,
ANC1) there was a
positive correlation
between
performance and
incentives A strong association was found between ANC1 for
(P-value of < .005).
24. How did it work?
For those indicators
where there was on
correlation
between money
and performance
(null hypothesis)
i.e. DPT 3
Correlation between curative care and incentives
With P-values of .7374 for DPT3 the null hypothesis
is confirmed, (i.e.,that there appears to be no or little
association between incentive payments and DPT3
coverage).
25. Monthly incentives
tied to performance
are provided to
• County Health
Departments (DHOs)
• PHCUs
• PHCCs
• County Hospitals
Indicator Target Requirement Performance Total %
per
indicator
Amount
in SSP
7.1.1.
HMIS:
HMIS report sent to
the SMOH with copy
to IMA/NGO partner
by the 21st
of each
month
If no DHIS report is
submitted
No incentive is
paid
25% SSP750
Report submitted but
late
50% is paid
Report submitted and
on time
100% paid
7.1.2 IDSR IDSR sent to MOH
weekly
If no IDSR report is
submitted
No incentive
paid
25% SSP750
If reports received
from 50% or less of
facilities that quarter
50% paid
If reports received
from more than 50% of
facilities that quarter
100 paid
7.1.3.QSC
Supervision
of health
facilities:
Every Facility
receives a QSC
supervision once a
quarter and report is
filled out and
submitted
If no QSC report is
submitted
No incentive is
paid
25% SSP 750
If reports received
from 50% or less of
facilities that quarter
50% is paid
If reports received
from more than 50% of
facilities that quarter
100% paid
7.1.4.
Mo
nthly CHD
and VHC
Meetings
CHD holds monthly
meeting with CHD
members to evaluate
HMIS, IDSR and
QSC data and VHC
committee minutes
are available
If no minutes are
available
No incentive is
paid
25% SSP 750
If minutes from CHD
or VHC available
50% is paid
If minute from both
CHD and VHC
committee available
100% paid
Total
Payment
CHD
100%
SSP 3000
26. Contracts (not MOUs)
were established
between IMA (the
fund manager) and
district health officers
and facilities
Provides the Districts with a written contract and
payment for services rendered
27. Is it sustainable?
The ultimate goal
is to acknowledge
the skills and hard
work of health
care workers
and district health
departments
…..and pay them
accordingly
28. …..and frankly speaking,
if UHC is ever going to
be successful, then
performance and
payment need to be
linked…
…as in every other
enterprise and
engagement in our
society.
Versus
