Sentence examples for poor competency from inspiring English sources

In China, previous studies have reported that poor competency and excessive workload were key work stressors among community health workers.

Poor competency in staff nurses can contribute to delays in receiving adequate care after reaching facilities [ 25].

Assessment issues: 18. Regular recorded meetings with the supervisor are used to set a learning agenda and evaluate progress so that poor competency is detected early.

However, they were dissatisfied with the long-waiting time to receive services, poor competency of health care providers at health centers and the way they treat the clients.

Key bottlenecks identified across all interventions packages included poor competency of staff, a lack of trained staff overall, especially midwives, specialist nurses (identifying the lack of a neonatal nursing cadre) and doctors.

Acknowledging the persistence of poor competency among obstetric and newborn health care providers, in 2010 the Federal Ministry of Health (FMOH) in partnership with local and international stakeholders developed standard BEmONC curricula for in service training [ 7].

In some studies, the lack of computers and access to them, lagging ICT infrastructural development, cost of training materials, and poor ICT competency skills are identified as significant barriers to technology adoption (Bonsu et al., 2013).

For example, poor workforce competency limits the application of technologies such as bag and mask ventilation and use of HMIS technologies at district level.

Even though commendable progresses have been made in availing the necessary inputs and personnel, sub-optimal quality BEmONC services continues to prevail in Addis Ababa mainly due to poor providers' competency, which should be a matter of urgent consideration.

Poor assessment competencies in turn contribute to the failure of assessment reform both directly and indirectly through decreasing the liability of assessment reforms.

Arguing that commonly used hiring tests using IQ and personality assessments were poor predictors of competency, McClelland proposed that companies should base hiring decisions on demonstrated competency in relevant fields, rather than on standardized test scores.