Analysis of the Need for Health Workers Using Workload Indicator Staffing Need (Wisn) Method in Inpatient Services in Regional General Hospital of Buton Utara Regency in 2021

Nurfitriani, Elvi; Yuniar, Nani; Tosepu, Ramadhan; Yusran, Sartiah; Zainuddin, Asnia; Suhadi, Suhadi

doi:10.29121/granthaalayah.v9.i7.2021.4077

“…The workload pressure in the study area was found to be WISN ratio of 0.8. This was higher than a study done in Uganda (0.58), India (0.6), Greek (1.33-1.83), Bangladesh(0.69) and Indonesia (0.64) [22-26].…”

Section: Discussionmentioning

confidence: 57%

Workload Indicators of Staffing Need (WISN) Method for Midwives Planning and Estimation at Asrade Zewude Memorial Primary Hospital, North west Ethiopia

Asres¹

2022

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Background Work force is a crucial component of health services delivery system. Ethiopia faces health workforce challenges with regard to evidence based health work force planning. First the health worker to population ratio was used and later standard staffing schedule for each health facility level was used. Both of these methods did not address the issue of evidence based workload variation between the same levels of facilities at different locations within a country. A workload indicator of staffing need method (WISN) addresses these variations. Therefore this study was assumed for recommendation on use of WISN for health facilities based on WISN results of midwives at Asrade Zewude memorial Hospital. Methods Cross sectional study using WISN model was used to determine the gaps or excess and workload pressure in midwives at Asrade Zewude Memorial primary hospital, North West Ethiopia. Results The finding showed that there was five working days with 1030 hrs actual working time per year for midwives. This working time was spent on health service activities (58.4%), additional activities (36.6%) and support activities (5%). WISN calculation showed that a shortage of five midwives with WISN ratio of 0.8 at Asrade Zewude Memorial primary hospital North West Ethiopia. Conclusion Midwives at the study area were doing their routine work with 20% under staffed by covering the additional five midwives' position. With this working condition, it may be hard to achieve universal health coverage goals of the facility. Therefore the hospital should institutionalize WISN method to objectively employ midwifery professionals.

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Workload Indicators of Staffing Need (WISN) Method for Midwives Planning and Estimation at Asrade Zewude Memorial Primary Hospital, North west Ethiopia

Asres¹

2023

Discov Health Systems

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Background Workforce is a crucial component of the health service delivery system. Ethiopia faces health workforce challenges when it comes to evidence based health workforce planning. Workforce planning was initially determined by comparing the health worker ratio to the general population number. Later, it was determined by standard staffing schedules for each health facility level. However, neither of these methods addressed the evidence based workload variation issue among the same level facilities all around the country. A workload indicator of staff needs (WISN) method can address these variations. Therefore this research was carried on to determine workload pressure excess or gap in midwives, thereby to promote the WISN use in health facilities, based on WISN results of midwives at Asrade Zewude memorial Hospital. Methods A cross sectional study using WISN model was used to determine the workload excess and gap pressure in midwives at Asrade Zewude Memorial primary hospital, North West Ethiopia. Midwives were selected based on a priority point scale as outlined in the WISN method. Results According to the data obtained, midwives worked five days a week and 1030 h per year. This working time was spent on health service activities (58.4%), additional activities (36.6%) and support activities (5%). WISN calculations demonstrated a shortage of five midwives with WISN ratio of 0.8 at Asrade Zewude Memorial primary hospital North West Ethiopia. Conclusion Midwives at the study area were carrying on their routine tasks even though there was a staff gap of 5: thus, the midwives had a workload excess of 20%. Under these conditions, it may be hard for the facility to achieve universal health service goals. Therefore the hospital should institutionalize WISN method planning to objectively employ midwifery professionals. This study had limitations too as it used retrospective annual service statistics and small sample size which affects generalization of the results to other health facilities and other health worker cadres within the study hospital.

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Workload Indicators of Staffing Need (WISN) Method for

Asres¹

2022

Preprint

0

View full text Add to dashboard Cite

Background Work force is a crucial component of health services delivery system. Ethiopia faces health workforce challenges with regard to evidence based health work force planning. First the health worker to population ratio was used and later standard staffing schedule for each health facility level was used. Both of these methods did not address the issue of evidence based workload variation between the same levels of facilities at different locations within a country. A workload indicator of staffing need method (WISN) addresses these variations. Therefore this study was assumed for recommendation on use of WISN for health facilities based on WISN results of midwives at Asrade Zewude memorial Hospital. Methods Cross sectional study using WISN model was used to determine the gaps or excess and workload pressure in midwives at Asrade Zewude Memorial primary hospital, North West Ethiopia. Results The finding showed that there was five working days with 1030 hrs actual working time per year for midwives. This working time was spent on health service activities (58.4%), additional activities (36.6%) and support activities (5%). WISN calculation showed that a shortage of five midwives with WISN ratio of 0.8 at Asrade Zewude Memorial primary hospital North West Ethiopia. Conclusion Midwives at the study area were doing their routine work with 20% under staffed by covering the additional five midwives' position. With this working condition, it may be hard to achieve universal health coverage goals of the facility. Therefore the hospital should institutionalize WISN method to objectively employ midwifery professionals.

show abstract

Analysis of the Need for Health Workers Using Workload Indicator Staffing Need (Wisn) Method in Inpatient Services in Regional General Hospital of Buton Utara Regency in 2021

Cited by 3 publications

References 14 publications

Workload Indicators of Staffing Need (WISN) Method for Midwives Planning and Estimation at Asrade Zewude Memorial Primary Hospital, North west Ethiopia

Workload Indicators of Staffing Need (WISN) Method for Midwives Planning and Estimation at Asrade Zewude Memorial Primary Hospital, North west Ethiopia

Workload Indicators of Staffing Need (WISN) Method for Midwives Planning and Estimation at Asrade Zewude Memorial Primary Hospital, North west Ethiopia

Workload Indicators of Staffing Need (WISN) Method for

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