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IndicatorsWHO CHW Guideline recommendation numberReferenceYesNoPartlyValueQuestions and probes for stakeholders during consultation: If the data does not exist, are there future plans for the data to be available or any important reasons why the data is not available?For the indicators where data exists, what is the source of this data?Who generates, uses and manages the data for this indicator (name all)?Who owns the data for this indicator?Where does the data for this indicator live? (Name the systems, reports, ect)How easily can you and other stakeholders access the data for this indicator for use in decision making? Based on program and policy priorities, how important is this indicator to help your team understand CHW program performance? Rank 1-5 (5=Very important; 4=Important; 3=Neutral; 2=Low importance; 1=Not important at all)Additional information about the indicator and data
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NUMBER AND DENSITY OF CHWsNHWA 1-01
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STRATEGY
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1. Community health worker programmes institutionalized within human resources for health strategies and policies, particularly for PHC and UHC, and in health sector investment plans.CHWR
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2. Human resources for health information systems can generate data to track community health worker stock, education, distribution, flows, demand, capacity and remuneration.NHWA 10-06
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3. Percentage of female community health workers in active workforce.1NHWA
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SELECTION & SKILLS
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4. Existence of selection criteria that:
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4a. Specify minimum educational competency & skill levels1CHWR
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4b. Require community membership and acceptance1CHWR
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4c. Consider personal capacities and skills1CHWR
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4d. Apply appropriate gender equity to context, favouring equal or greater female-to-male ratios1CHWR
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5. Existence of a national and/or subnational standard on the duration, delivery methodologies and content of CHW pre-service training and education.2,3,4NHWA 2-02, 3-01
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5a. Ratio of students enrolled in CHW education and training programmes to qualified educators in a given year.NHWA 2-05
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5b. Ratio of students completing a CHW education and training programme to students initially enrolled.NHWA 2-07
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5c. Existence of national systems for continuing professional development for CHWs.NHWA 3-08
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6. Issuance of competency-based certification to CHWs who have successfully completed pre-service training.5CHWR
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6a. Existence of an up-to-date master list of accredited CHW education and training entities that is publicly available.NHWA 2-01
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6b. National and/or subnational mechanisms exist for accreditation of CHW education and training institutions and their programmes.NHWA 3-02
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SUPERVISION
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7. Presence of a strategy to provide regular supportive supervision6CHWR
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7a. Presence of a training system for supervisors that addresses technical content and supervision skillsCHWR
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SALARY/REMUNERATION STRATEGY
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8. Presence of a remuneration strategy with a financial package commensurate with the job demands, complexity number of hours, training and roles that CHWs undertake7CHWR
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8a. Average entry level wage and salary (in US dollars equivalent), excluding social contributionsNHWA 7-05
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8b. Presence of written contracting agreements for paid CHWs , specifying roles, responsibilities, working conditions 8CHWR
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8c. Existence of a career pathway envisioned for CHWs, including other health qualifications or CHW role progression9CHWR
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SYSTEM SUPPORT
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9. CHWs collect, collate and use data in routine activities11CHWR
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9a. CHWs use mhealth toolsCHWR
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10. Service delivery models include CHWs with general tasks as part of integrated care teams12CHWR
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10a. Service delivery models include CHWs with selective and specific tasks, based on population health needs, cultural context and workforce configuration12CHWR
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11. Community representatives are formally and regularly engaged in planning, selection, priority setting, monitoring, evaluation and problem solving of the CHW program and its activities 13CHWR
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SUPPLY
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12. Presence of a health supply chain that includes adequate, quality assured commodities and consumables for CHWs15CHWR
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