Análise dos factores que afectam a motivação e retenção dos recursos humanos para saúde nas unidades sanitárias dos cuidados de saúde primários no distrito de chókwè, gaza, Moçambique / Analysis of the factors affecting the motivation and retention of human resources for health in primary health care units in the district of chókwè, gaza, Mozambique

Antecedentes: Motivação dos recursos humanos é importante para alcançar metas organizacionais. No sector de saúde motivação afecta satisfação dos RHS e sua retenção nos CSP. Dados dos relatórios dos SDSMAS de Chókwè apontam tendências crescentes de saídas de pessoal entre 2018 a 2019. Não existe informação sobre os motivos. Presume-se que não estejam motivados. Este estudo analisa os factores que influenciam motivação e retenção dos recursos humanos da saúde afectos nas USs de nível dos cuidados de saúde primários do distrito de Chókwè, Província de Gaza, Sul de Moçambique. Metodologia: Foi utilizado um desenho transversal quantitativo, entrevistas face a face usando um questionário estruturado. Os dados foram duplamente entrados numa interface criada em ODK collect, geridos numa base de dados em MySQL e processados em STATA-12. Resultados: são factores determinantes de motivação subsídio de antiguidade OR 0.42 (95% CI 0.25-0.70), benefícios terminais OR 3.17 (95% CI 1.6-6.26), provisão de treinamento OR 2.75 (95% CI 1.06-7.05) e sentimento de realizar de trabalho agradável OR 4.27 (95% CI 1.07-16.92). Os factores de motivação ligados a satisfação mais classificados são: consciência sobre trabalho, sentimento de fazer parte da comunidade, envolvimento na melhoria de provisão de cuidados, sentimento de realização de trabalho agradável e respeito. Conclusões: Motivação dos RHS em Chókwè é alta. Continuidade de formação, plano de saúde e férias foram os factores compensatórios mais priorizados. Porém, essas prioridades variam por cada categoria. Políticas de atração e retenção dos RHS nos CSP devem considerar o perfil dos RHS e outros incentivos não financeiros encontrados neste estudo

Background: Motivation of human resources is important for achieving organizational goals. In the health sector, motivation affects HRH satisfaction and retention in PHC. Data from the Chókwè SDSMAS annual reports point to growing trends in staff leaving their jobs between 2018 and 2019. There is no evidence for the attached reasons. It is assumed that they're demotivated. This study analyzes the factors affecting the motivation and retention of health human resources allocated in primary health care level Health Centers in Chókwè district, Gaza Province, Southern Mozambique. Method: A quantitative cross-sectional design was used, face-to-face interviews using a structured questionnaire. The data was double entered in an ODK collect interface, managed in a MySQL database and processed in STATA-12. Results: motivating factors are seniority allowance OR 0.42 (95% CI 0.25-0.70), terminal benefits OR 3.17 (95% CI 1.6-6.26), provision of training OR 2.75 (95% CI 1.06-7.05) and feeling of accomplishing pleasant work OR 4.27 (95% CI 1.07-16.92). The motivating factors related to satisfaction were the most favorably answered, being awareness of work, feeling of being part of the community, involvement in improving the provision of care, feeling of doing pleasant work and respect, the most classified. Conclusions: HRH motivation in Chókwè is high. Pursuing academic training, health insurance and holidays were the most prioritized motivating factors linked to compensation. However, these priorities vary by category. Policies for attracting and retaining HRH in PHC must consider the staff profile and other non financial incentives identified in this study.

Hot Topic: Title IV-E MSW Education and "Intent to Stay" in Public Child Welfare.

The 2018 proposed Family First Prevention Services Act suggests a change in the funding formula of Title IV-E of the Social Security Act-from entitlement to block grants. This study aimed to support the continuation of entitlement support based on the evidence that Title IV-E educational programs are effective in improving retention after the workers have obtained an MSW degree. Using a multigroup, multiple regression approach, this study analyzed secondary data collected from an e-survey sent to public child welfare (PCW) workers in a southern state. Data from 1,025 workers compare "intent to stay" (ITS) factors between PCW workers who received and those who did not receive the Title IV-E MSW educational stipend. The main analysis was conducted using Mplus version 7.4, with R version 3.3.2 used for data screening. Findings indicate that Title IV-E-supported education moderates the strength of the following ITS factors: respect from coworkers, team cohesion, self-assessed skills in working with special needs clients, and holding an MSW degree. MSW holders expressed lower ITS levels unless they had received Title IV-E stipends. These results provide evidence that Title IV-E education could help retain MSW graduates in PCW.

30% of Recent Family Medicine Graduates Report Participation in Loan Repayment Programs.

Rising educational debt may discourage entry into primary care and practice in safety net settings, but little is known about participation in loan repayment programs that are thought to be part of the solution. A survey of 2052 recent family physician residency graduates found that 30% pursued loan repayment, only a portion of which is tied to service obligations, suggesting opportunities for research and areas for the attention of policymakers.

Repayment by VA of Educational Loans for Certain Psychiatrists. Final rule.

The Department of Veterans Affairs (VA) is adding to its medical regulations a program for the repayment of educational loans for certain psychiatrists who agree to a period of obligated service with VA. This program is intended to increase the pool of qualified VA psychiatrists and increase veterans' access to mental health care.

Child Care and Development Fund (CCDF) Program. Final rule.

This final rule makes regulatory changes to the Child Care and Development Fund (CCDF) based on the Child Care and Development Block Grant Act of 2014. These changes strengthen requirements to protect the health and safety of children in child care; help parents make informed consumer choices and access information to support child development; provide equal access to stable, high-quality child care for low-income children; and enhance the quality of child care and the early childhood workforce.

Opinion and Special Articles: "Physician debtor".

The increasing cost of attending medical school has contributed to increasing physician indebtedness. The burden of medical school debt has implications for physician career choice, professional satisfaction, and burnout. This opinion discusses the impact of physician indebtedness, the importance of improving debt awareness among neurology trainees, and program- and policy-level solutions to the debt crisis.

Caregivers program. Final rule.

The Department of Veterans Affairs (VA) adopts, with changes, the interim final rule concerning VA's Program of Comprehensive Assistance for Family Caregivers. VA administers this program to provide certain medical, travel, training, and financial benefits to caregivers of certain veterans and servicemembers who were seriously injured during service on or after September 11, 2001. Also addressed in this rulemaking is the Program of General Caregiver Support Services that provides support services to caregivers of veterans from all eras who are enrolled in the VA health care system. Specifically, changes in this final rule include a requirement that Veterans be notified in writing should a Family Caregiver request revocation (to no longer be a Family Caregiver), an extension of the application timeframe from 30 days to 45 days for a Family Caregiver, and a change in the stipend calculation to ensure that Primary Family Caregivers do not experience unexpected decreases in stipend amounts from year to year.

Reorganización de la especialización médica. Más allá de la Ley de Ordenación de Profesiones Sanitarias / Reorganization of medical specialization. Beyond the Law of Management of Health Professions

Después de más de 30 años de la creación del programa de formación médica posgraduada en España sustentada por el sistema MIR, se hace imprescindible una revisión a fondo del mismo. Este fue el objetivo de la LOPS promulgada en 2003. Su desarrollo está siendo lento y dificultoso, ya que ha de conseguir unas líneas maestras por las que se desarrolle la formación de especialistas acorde con estándares internacionales y acorde, al mismo tiempo, con la reforma que se está llevando a cabo en la formación de pregrado. La puesta en marcha de la troncalidad médica va a ser la piedra angular de este proyecto. Los principios de la LOPS ofrecen una oportunidad de formar médicos competentes en una práctica general básica, seguida de una especialización progresiva, sobre unos cimientos sólidos. Y estos principios deben prevalecer sobre intereses corporativos (AU)

More than 30 years after the creation of postgraduate medical training program in Spain supported by the MIR system, a thorough review of it becomes essential. This was the goal of the LOPS law enacted in 2003. The development of the LOPS is being slow and difficult to enforce, because master lines have to be achieved in order to develop the training of specialists in accordance with internationals standards and, simultaneously, with the reform that is taking place in the undergraduate education. The start up of the medical core will be the cornerstone of this project. The principles of the LOPS provide an opportunity for the training of competent physician in basic general medical practice followed by a progressive specialization supported on a solid foundation. And these principles have to prevail over corporate interests (AU)

Dispute brewing over plans to cut training funds.

Health Education England's (HEE) plans to cut funding for nursing degree programmes would be illegal if imposed without the consent of universities, a legal expert has warned.

Conflicts of interest in medical school: missing policies and high need for student information at most German universities.

OBJECTIVES: Medical students interact with pharmaceutical representatives already during medical school. The goal of this study was to find out: Do policies exist at German medical faculties that govern the interactions between medical students and pharmaceutical representatives, do schools offer courses on the subject and do students attend these courses? And What are the attitudes of medical students concerning the role of pharmaceutical companies in medical teaching? METHODS: All 36 German medical faculty deans and 1151 medical students at eight German universities were asked to complete a questionnaire of 4 and 7 questions, respectively, regarding the above mentioned topics. RESULTS: 30 (83.3%) deans and 1038 (90.3%) medical students filled in the questionnaire, respectively. According to the deans' answers, only one school had a policy concerning conflicts of interest and one had a policy governing the interactions between medical students and industry. 8 (26.7%) deans showed an interest in constructing a policy or educational an activity on this subject. 149 (14.4%) students had participated in an activity that focussed the subject of conflicts of interest and 779 (77.8%) wanted more education on the subject. 701 (73.4%) were opposed to an improvement of medical studies through financial support by pharmaceutical companies, whereas 216 (21.9%) were of the opinion that students should not meet with pharmaceutical representatives. CONCLUSIONS: Unlike in other countries, like the US, most German medical faculties do not have policies that govern the interactions between medical students and pharmaceutical companies. Since most students want to be taught more about these interactions, the implementation of respective policies and lectures would be desirable.