vacancy

SUMMIT Institute of Development is looking for a scientific officer who will be in charge of managing a large scale research in child health, physical activity and cognition.  Minimum qualifications:
* Previous experience in managing quantitative research, preferably in health or cognition
* High level of analytical skills
* Proven basic knowledge of statistics and data analysis
* Able to manage own time and perform work efficiently
* Able to analyze and find solutions to problems independently
* Good communication skills
* Highly organized and motivated
* Able to speak, read, and write in English with a high degree of proficiency
* A background in psychology is desirable but not necessary
* Willing to live in Lombok during the research period
A short training in Harvard School of Public Health will be provided
Please send application and resume to:
Mandri Apriatni
SUMMIT Institute of Development (SID)
Gedung Bappeda Provinsi NTB
Jalan Flamboyan No 2
Mataram
Nusa Tenggara Barat
Or
Email to :msapriatni@gmail. com

Health worker recruitment and deployment in remote areas of Indonesia.

http://www.ncbi.nlm.nih.gov/pubmed?term=efendi+f%5Bauthor%5D&cmd=detailssearch
Rural Remote Health. 2012 Apr;12(2):2008. Epub 2012 Jun 5.
Health worker recruitment and deployment in remote areas of Indonesia.
Efendi F.
Source
Faculty of Nursing, Airlangga University, Surabaya, Indonesia. fefendi@indonesiannursing.com.
Abstract
CONTEXT:
Providing health care in remote and very remote areas has long been a major concern in Indonesia. In order to improve access to quality health care for residents in these areas, various policies on recruitment and deployment of health workers have been implemented, among them compulsory service, contracted staff and the Special Assignment of strategic health workers.
ISSUE:
Indonesia’s difficult geography presents great challenges to health service delivery and most health workers prefer to serve in urban areas, resulting in an uneven distribution of health workers and shortages in remote areas. Great efforts have been made to mobilize health human resources more equitably, including placement schemes for strategic health workers and contracted staff, combined with an incentive scheme. While these have partially addressed the severe shortage of health workers in remote areas, current government policies were reviewed in order to clarify the current situation in Indonesia.
LESSONS LEARNED:
The Contracted Staff and Special Assignment of Strategic Health Workers programs show have made a significant contribution to improving the availability of health workers in Indonesia’s remote areas. As these two programs used financial incentives as the main intervention, other non-financial interventions should also be trialed. For example, incentives such as the promise of a civil servant appointment or the provision of continuing professional education, as well as the recruitment of rural-background health workers may increase the willingness of health staff to serve in the remote and very remote areas of Indonesia.
PMID: 22670640 [PubMed – in process] Free full text

Health worker recruitment and deployment in remote areas of Indonesia

Citation: Efendi F. Health worker recruitment and deployment in remote areas of Indonesia Rural and Remote Health 12: 2008. (Online) 2012. Available: http://www.rrh.org.au

ABSTRACT

Context: Providing health care in remote and very remote areas has long been a major concern in Indonesia. In order to improve access to quality health care for residents in these areas, various policies on recruitment and deployment of health workers have been implemented, among them compulsory service, contracted staff and the Special Assignment of strategic health workers.
Issue: Indonesia’s difficult geography presents great challenges to health service delivery and most health workers prefer to serve in urban areas, resulting in an uneven distribution of health workers and shortages in remote areas. Great efforts have been made to mobilize health human resources more equitably, including placement schemes for strategic health workers and contracted staff, combined with an incentive scheme. While these have partially addressed the severe shortage of health workers in remote areas, current government policies were reviewed in order to clarify the current situation in Indonesia.
Lessons learned: The Contracted Staff and Special Assignment of Strategic Health Workers programs show have made a significant contribution to improving the availability of health workers in Indonesia’s remote areas. As these two programs used financial incentives as the main intervention, other non-financial interventions should also be trialed. For example, incentives such as the promise of a civil servant appointment or the provision of continuing professional education, as well as the recruitment of rural-background health workers may increase the willingness of health staff to serve in the remote and very remote areas of Indonesia.

Key words: health policy, health worker, Indonesia, very remote areas.
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