Table 6 Financial and non-financial incentives for health workers

A mid-range entry level basic pay in hardship areas that is higher than the normal areas for new entrants to the service with bonding to ensure it serves the attraction and retention expectation

Provision of comprehensive health care services for health workforce and immediate family

A higher house allowance than the normal working areas if housing is not provided

Opportunities for continuous professional development, such as a prioritized post-graduate training after serving a certain number of years

A hardship allowance paid to members of staff who are stationed in the designated hardship areas

Improved human resources management (HRM) including; reduced workloads, supportive supervision, decentralization of human resources activities, deployment on areas of choice or having fixed term in hardship areas, clear roles and responsibilities within their job description and performance appraisals

A higher non-practicing allowance (to compensate health workers for not engaging in dual practice) paid to doctor and dentists who are not practicing than normal areas

Access to house, education or car loans at lower negotiated market rates (for highly skilled public sector workers)

An additional responsibility/duty allowance paid to officers who are required to handle tasks beyond their job descriptions, such as acting as head of a department, nurses who act as professional counselors in facilities and members of sub County Health Management Teams (SCHMTs)

Establishment of social amenities within vicinity of the facility such as staff canteen, gym facility, recreational centers