Table 1 Indirect and direct attributes of individual CHW performance [25, 27, 28]

Indirect

Agency/empowerment

The CHW’s capacity to make purposeful choices and transform these into desired actions and outcomes (derived from the definition of empowerment by Petesch et al. [36])

Adherence to guidelines

Degree to which the CHW adheres to programme guidelines

Attitude

The CHW’s attitudes toward the client, community, other health workers, the employer, and organization for which s/he is working

Competencies

Degree to which the CHW has the skills (e.g., in communication, diagnosis, treatment, referral, advocacy) necessary to carry out the tasks assigned to him/her

Engagement

Degree to which the CHW enjoys and believes in what s/he does and feels valued for doing it [37]

(Job) satisfaction

Degree to which the CHW derives personal satisfaction from his/her role/job

Knowledge

Degree to which the CHW has the theoretical or practical understanding of the function and tasks assigned to him/her

Morale

The mental and emotional condition (enthusiasm, confidence, etc.) of a CHW with regard to the function or tasks at hand

Motivation

A CHW’s degree of willingness to exert and maintain effort on assigned tasks

Self-esteem/efficacy

A CHW’s confidence, belief in his/her ability to produce an expected, desired result

Direct

Absenteeism

The rate at which CHWs do not carry out the assigned tasks

Attrition

The rate at which practicing CHWs resign, retire, or abandon their positions

Productivity

A CHW’s output of services/tasks

Responsiveness

The degree to which a CHW responds to the needs of clients or groups within a reasonable time period

Service delivery

Quantity of promotional, preventive, and curative services CHWs provide to community members

Service quality

The degree to which CHWs provide promotional, preventive, and curative services according to quality standards and procedures