Refresher Training for Frontline Health Workers in Expanded ... - RHO

Module 5: Monitoring Immunization Coverage, Drop-out, and
Quality of Service
5.1 Lesson Plan
Time: 5 hours
Learning Objectives:
By the end of this session, participants will be able to:
• Use and analyze immunization cumulative coverage monitoring charts
• Explain the importance of using data to monitor immunization performance
• Compile, analyze and interpret data
• Use monitoring tools and forms
• Identify action needed to improve immunization service
Preparation in advance by facilitator:
• Read Module 5.
• The facilitator of this session should first carefully read this detailed lesson plan
and understand the activities very well.
• Collect examples of the actual forms used such as tally sheet, reporting forms at
each level, registration book, vaccination cards (for infant and mother),
cumulative coverage monitoring charts, forms for problem analysis and action
• Collect actual annual coverage data (for the most recent completed full year) by
antigen and dose (including DPT1) and health facility for the selected woreda.
• Pre-prepare flipcharts and handouts that will be used during the session.
Homework assignment for the participants before the session:
- Request that they read Module 5.
Materials: flipchart, pens, Module 5, tally sheet, reporting forms at each level,
registration book, vaccination cards (for infant and mother), cumulative coverage
monitoring charts (blank and partially filled), actual annual coverage data (for the
most recent completed full year) by antigen and dose (including DPT1) and by health
facility for the selected woreda.
Process:
Quickly orient the participants to the start of Module 5 referring to the page “About
the Module”. (Page iii in Module 5)
Step 1: 10 minutes
In plenary, ask the participants to quickly brainstorm on “What is monitoring?” and
current practice, if any, in their areas. (Compare the responses to the definition
provided in Section 5.2 Page 68 of this guide) Also raise the point that monitoring
can also include the concept of self-monitoring. Self-monitoring can provide
motivational incentives for staff to improve their performance without waiting for the
boss to order them to do so.
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