Implementation of a National Identity Number-Based Identity Card Policy in Pasangkayu Regency

The policy development mechanism for the national identity number -based electronic ID card software is described in this report. In this analysis, a qualitative procedure was used in conjunction with a case study technique. The total number of informants was 19. Employees from the government who work on the national identity number -based electronic identification card software make up this group. The culture is often used as a source of information in this report. The findings of the study indicate that; Every organ and implementor personnel at every level in every Pasangkayu sub-district office understands and implements national Identity Number -based electronic identification card policy requirements and goals, namely: first, citizens with a identification card condition have the right to get a electronic identification card, which the government is required to promote. Second, get closer to the position where the community resides, in this case the office respective districts, such that the community is not inconvenienced and burdened, must go to the Disdukcapil office in the district capital. Third, since these programs are provided free of charge or at no expense to government, this approach would not impose an economic burden. Fourth, this proposal has little effect on the district's spending schedule. As a result, success policy is essentially an evaluation of how well expectations and policy priorities have been met. As a result, the policy's standards and objectives must be practical and specifically targeted, and any implementation entity (implementor) must be aware of the policy's standards and objectives.

The Causes and Effects of Attrition from Post-Graduate Residency Programs at the Aga Khan University Hospital, Nairobi.

Background: Resident attrition is a global problem affecting most postgraduate residency training programs. It not only disrupts the educational and workload balance in the program but also results in loss of valuable time invested by the resident who has to leave before completion. AKUHN has similarly been affected with a worrying increase in resident attrition numbers over the last few years. There is however a lack of local studies on resident attrition which would inform measures to address modifiable risk factors for resident attrition and thus prevent future attrition. Objectives: To explore factors attributable to attrition amongst residents in Aga Khan University Hospital since inception and explore the effects it has had on the various programs over the years. We also seek to establish the reasons behind the recent upsurge in attrition numbers and the current fate of the residents who left. Methods: In-depth interviews, both face to face and telephone were carried out with the residents who left before completion of training and all current program directors. Different interview guides were used for each group. Data was collected using tape recording and later transcribed. Note-taking was also utilized during the interviews. Data collected was analyzed using the thematic framework fronted by Ritchie and Spencer for qualitative research. Results: Sixteen ex-residents and all eight current program directors were interviewed. The reasons mentioned for attrition in decreasing frequency included excessive workload, health problems, specialty/career change, financial strain, academic nonperformance, fellow resident harassment and foreign student challenges. Increased workload over the years and introduction of tuition fees were implicated as possible causes for the increased attrition rate. Others included generational differences, waning faculty support and recent institutional and administrative changes. The main effect of resident attrition was an increased workload to the remaining residents and finally most ex-residents seemed to have gone on to do well in new vocations including joining other residency programs and completing the training. Conclusion: Residents fail to complete training due to a varied number of reasons. The most commonly cited reason is excessive workload interfering with academic engagements. Establishing a balance between the workload assigned to residents and their academic engagements is paramount to ensure residents do not suffer burnout which would ensure more resident retention.