To support quality CHW program design and implementation, USAID, UNICEF, the Community Health Impact Coalition, and Initiatives Inc. have updated and adapted the Community Health Worker Assessment and Improvement Matrix (CHW AIM) Program Functionality Matrix tool. This tool can be applied at district, regional, and national levels to identify and close gaps in design and implementation and, ultimately, enhance program performance.
The Community Health Systems (CHS) Catalog is a one-stop ‘shop’ for information on community health policies and programs across 25 countries, including extensive information on CHWs. Developed in 2014 and updated in 2017, it provides policymakers, program managers, researchers and donors with policy data to advance community health research, programming, and advocacy efforts. The CHS Catalog includes 25 country profiles, a set of infographics, and a summary of cross-country policy and program trends.
Retaining CHWs is essential in the sustainability of CHW programs; yet, there is little literature on reasons for their attrition that might help CHW retention. This study measured CHW attrition and its predictors in a rural area in Kenya.
Based on qualitative research from six countries (Bangladesh, Indonesia, Ethiopia, Kenya, Malawi, Mozambique) that were part of the REACHOUT consortium, this study explores how gender roles and relations affect close-to-community (CTC) health service provider experience at the individual, community, and health system levels.
With low latrine coverage in Kenya, there is a high prevalence of hygiene and sanitation related illnesses. This study assesses the effects of a CHW-led intervention, on latrine coverage in Mwingi West Sub-County, Kitui County-Kenya.
This study assessed whether or not community health workers maintain competency in malaria rapid diagnostic tests (RDTs) administration over a twelve-month period as well as the CHW characteristics, such as age or level of experience, that influence competencies. The results indicate that a majority of CHWs maintain RDT competency over at least a twelve-month period and that younger age and prior experience with RDT are associated with better RDT performance.