Transcript Current HRH strengths and gaps and the national capacity
HRH Planning & Management in the Caribbean Region
Outline of Presentation • • • • • Goal of HRH Planning Scope and Components of the HRH Planning Process Highlights of the Caribbean Comparison Report Approach to HRH Capacity Development HRH Roadmap: Priorities for Action
Goal of HRH Planning “To achieve and maintain an optimal and stable supply and distribution of appropriately trained, deployed, supported and motivated health workforce, with the capacity to respond to current and future population health care needs in a way that maximizes efficiency and effectiveness while being affordable and sustainable…”
The History of HRH Planning
HRH Planning Context
Sustainable Health System Reform
Health Delivery CHANGE MANAGEMENT Human Resources Fiscal Support
Sustainable Health Workforce Planning Development
HRH
Management \ Policy / Education Finance / Partnership L Leadership
Workforce Development
Affordable Healthcare
Health System Outcomes
Health Expenditure & Outcomes
Ranking
(3) (1) (2) (4) (5) (3) (1) (2) (4) (4) (2) (4) (2) (2) (2) (3) (1) (3) (5) (5) (3) (3) (1) (1) (5) (5) (4) (4) (1) (5)
Equity in Healthcare Delivery
Equity for Healthcare Workers
Health System Cost Drivers
Technology Management
Application of Technology
Telemedicine
Primary Health Care Teams
HRH Task Shifting
Competency-Based Deployment
HRH Forecasting
HRH Forecasting
Recruitment & Retention
HRH Management & Development
Governance in Healthcare
Knowledge Translation & Exchange
Non-Communicable Diseases NCD’s Injuries CD’s
Non-Communicable Diseases
Lifestyle Risk Factors Policy Response - Primary Health Care - Public Health - Health Promotion/Disease Prevention - Health Education - Community Health Support WHAT ARE THE IMPLICATIONS FOR HUMAN RESOURCES FOR HEALTH PLANNING ?
Health Outcomes
HRH Reform
ISSUES:
Supply Demand Production Training Recruitment Retention Distribution Access Deployment Health/Safety Productivity Migration Management Payment Sustainability
Review of HRH in the Caribbean
Historical Trends
Only Dominica, Trinidad & Tobago and St. Lucia up in MD supply in last decade Others record a decline in physician numbers, the greatest in Jamaica Jamaica and Guyana greatest decline in RN numbers Jamaica and Grenada the highest health worker emigration Regional out-migration of 81% RNs and 53% MDs 78% employed in the public sector Specialists 17% of Dominica’s MD stock; 85% in Anguilla Trinidad & Tobago recruiting 450 RNs and 119 Medical Specialists Guyana 300 vacancies, 25% to 50% vacancy rates Possible surplus of health workers in Guyana in less than five years
Review of HRH in the Caribbean -
Regional Goals
8 of 11 countries achieve the minimum target of 25 per 10,000 population Jamaica and Belize 25% of goal; Montserrat & Barbados 3.3 times minimum target Only Belize and Grenada were 40 percent of MDs PHC physicians 5 of 9 countries achieved 90% of required PHC competencies & team coverage One RN for every MD achieved by all countries; Montserrat & Barbados 8.3 to 1
All countries had an HRH Unit, but the majority were one-person operations
80% of population growth occurring in urban areas Four countries reached target regarding staff inter-cultural competencies Jamaica, Dominica & St. Lucia reported upgrading staff skills and competencies Only four countries recruited PHC workers locally Only Barbados & Jamaica had adopted recruitment codes of practice No countries had achieved self-sufficiency in HRH
Review of HRH in the Caribbean -
Regional Goals
29% of health workers were in precarious, unprotected positions Six countries had worker health and safety practices in place Four countries had managers with appropriate competencies All countries had labor dispute mechanisms; 67% essential services legislation Six countries provided some inter-disciplinary training, the highest in Jamaica (73%) Only Jamaica & Barbados recruited students from under-serviced areas Only Barbados, Jamaica & Guyana have nursing attrition rates less than 20% Six countries have reached the target regarding health program accreditation -
Conclusions
About HALF the Regional Goals are well underway
Continuing support needed for data development, HRH planning capacity, ongoing skills development and workforce management and retention.
HRH Action Framework
HRH CAPACITY DEVELOPMENT & SUSTAINABILITY GOAL
: Optimal, Productive, Accessible, Responsive, Motivated & Stable Workforce
ENABLERS
Leadership Management Education/Training Curriculum Communications KTE Leg/Regulation Programs/Policies Stds/Guidelines Partnerships Finance/Incentives
CORE FUNCTIONS
Data Development Trend Monitoring Research & Analysis Supply & Distribution Needs Identification Cost-Benefit/Impact Strategic Planning Forecasting Evaluation
MoH LINKAGES
Primary Health Care Public Health Health Promotion RHA’s Finance Health Institutions Mental Health Health & Safety Health Information CNO / MOH Research & Planning
FACILITATION PARTICIPATION COORDINATION COLLABORATION PLANNING DEVELOPMENT IMPLEMENTATION EVALUATION MODIFICATION
Health Workforce Productivity
Capacity Development Workforce Optimization Workplace Support Outcomes
Education & Training Workforce Culture, Communications & Expectations Supply & Mix Models of Care Matching Competencies to Requirements Provider Roles & Deployment Mix, Numbers & Distribution Occupational Health & Safety Personnel Management Practices Innovation & Support Stability of Workforce Efficiency in health services delivery Effectiveness of Patient Care, Health Outcomes & Population Health
Roadmap: Priorities for Action
Governance
• • • • • • • HRH Database Development HRH Policy Inventory HRH Policy Brief Development (Online) Observatory Development Processes to Update & Disseminate Information Hiring Guidelines stipulating Public Health competencies MoH to draft new supporting HRH policies
• • • • • • • • HRH Roadmap: Priorities for Action
Education & Training
Build capacity & competencies to meet challenges of NCD’s Caribbean Learning Network courses in planning, evaluation and management CLN courses in online in-service training to work in inter professional teams Enroll HR Managers in online HRH Management courses Health staff will upgrade competencies as required CLN will begin process of course accreditation Ongoing commitment to staff training & capacity building Improved working conditions through better staff preparation