Transitioning health workers from PEPFAR contracts to the Uganda government payroll

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dc.contributor.authorZakumumpa, Henry
dc.contributor.authorRujumba, Joseph
dc.contributor.authorAmde, Woldekidan
dc.contributor.authorShumbusho Damian, Respicius
dc.contributor.authorManiple, Everd
dc.contributor.authorSsengooba, Freddie
dc.date.accessioned2023-01-29T09:18:45Z
dc.date.available2023-01-29T09:18:45Z
dc.date.issued2021
dc.description.abstractAlthough increasing public spending on health worker (HW) recruitments could reduce workforce shortages in sub-Saharan Africa, effective strategies for achieving this are still unclear. We aimed to understand the process of transitioning HWs from President’s Emergency Plan for AIDS Relief (PEPFAR) to Government of Uganda (GoU) payrolls and to explore the facilitators and barriers encountered in increasing domestic financial responsibility for absorbing this expanded workforce. We conducted a multiple case study of 10 (out of 87) districts in Uganda which received PEPFAR support between 2013 and 2015 to expand their health workforce. We purposively selected eight districts with the highest absorption rates (‘high absorbers’) and two with the lowest absorption rates (‘low absorbers’). A total of 66 interviews were conducted with high-level officials in three Ministries of Finance, Health and Public Service (n=14), representatives of PEPFAR-implementing organizations (n=16), district health teams (n=15) and facility managers (n=22). Twelve focus groups were conducted with 87 HWs absorbed on GoU payrolls. We utilized the Consolidated Framework for Implementation Research to guide thematic analysis. At the sub-national level, facilitators of transition in ‘high absorber’ districts were identified as the presence of transition ‘champions’, prioritizing HWs in district wage bill commitments, host facilities providing ‘bridge financing’ to transition workforce during salary delays and receiving donor technical support in district wage bill analysis—attributes that were absent in ‘low absorber’ districts. At the national level, multi-sectoral engagements (incorporating the influential Ministry of Finance), developing a joint transition road map, aligning with GoU salary scales and recruitment processes emerged as facilitators of the transition process. Our case studies offer implementation research lessons on effective donor transition and insights into pragmatic strategies for increasing public spending on expanding the health workforce in a low-income setting.en_US
dc.identifier.citationZakumumpa, H., Rujumba, J., Amde, W., Damian, R. S., Maniple, E., & Ssengooba, F. (2021). Transitioning health workers from PEPFAR contracts to the Uganda government payroll. Health Policy and Planning, 36(9), 1397-1407. https://doi.org/10.1093/heapol/czab077en_US
dc.identifier.urihttps://doi.org/10.1093/heapol/czab077
dc.identifier.urihttps://nru.uncst.go.ug/handle/123456789/7367
dc.language.isoenen_US
dc.publisherHealth Policy and Planningen_US
dc.subjectHuman Resources for Healthen_US
dc.subjectHealth systemsen_US
dc.subjectDecentralizationen_US
dc.subjectHIVen_US
dc.subjectDonor transitionen_US
dc.subjectImplementation researchen_US
dc.subjectOverseas development assistanceen_US
dc.titleTransitioning health workers from PEPFAR contracts to the Uganda government payrollen_US
dc.typeArticleen_US
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