Egypt : Complete Profile - What is GIS - World Health Organization

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Health Systems Profile- Egypt Regional Health Systems Observatory- EMRO medical students. Even decisions regarding nursing schools that are under the MOHP's jurisdiction are constantly affected by irrational interventions. The MOHP has many general directorates that are not coordinated with each other. Local health authorities can neither make autonomous decisions nor have the capacity to implement their own plans. The private sector is not properly regulated either. There is a lack of co-ordination among stakeholders. Besides the MOHP, various stakeholders such as the MOF, universities, professional syndicates, and the People's Assembly have a strong influence on the health sector. However, its own priorities and rarely co-ordinates with the others govern each stakeholder. There is no human resource master plan that has been agreed upon by all stakeholders. Trends in skill mix, turnover and distribution and key current human resource issues and concerns MOHP figures for 1997 showed a total health workforce of about 330,000 health personnel. This figure was based on the numbers registered with the various syndicates and on the numbers licensed to practice. In 2001, similar data was collected to show an increase of 55% to over 420,000 health personnel. The main categories are given below. Table 7.1.1: Staff registered with syndicates Staff Dec 1997 Dec 2001 Increase (%) Recorded 2005 Physicians 125.000 144.354 15 171799 Dentists 16.ooo 18.469 15 24222 Pharmacists 36.500 55.683 53 88335 Graduate Nurses 8.500 13.237 56 19801 Diploma Nurses 1.000 3.046 205 5313 Nursing (others) 74.000 169.576 129 196417 Others (Daiah, social visitors) 10.600 15810 49 16556 Total Nursing 94.100 201.669 114 238087 Technicians 18.000 29.427 63 Others 40.000 Total 329.600 449.602 Source: D4/Govornrate Health Directorates/NICHP NOTES Table excludes: administration, ancillary , guards and drivers Nursing (other) includes: all discontinued training and unqualified nurses, five-year Diploma nurses, health visitors, assistant nurses and midwives. It is not clear from the figures whether regular updating is carried out to exclude those who have died or retired from practice. In order to gauge some of the impact of those absent it is worth contrasting the figures for those still registered with the MOHP and those actually in their posts as at 2001. 47
Health Systems Profile- Egypt Regional Health Systems Observatory- EMRO Table 7.1.2 comparison of staff registered and in post in MOHP , 2005 Staff 2005 Registered In post No. absent Physicians 68469 58829 46160 22339 Dentists 9367 7631 7092 2275 Pharmacists 10063 4345 7561 2522 Graduate Nurses 4420 2362 3497 923 Nurse technicians 2308 1231 2096 212 Diploma nurses 98248 84600 87465 107839 Nursing (others) 4397 5738 4137 260 Subtotal, all nurses 109373 93931 12178 97195 Technicians 32079 29427 28075 4004 Assistant technicians 11150 15756 10474 676 Others 30862 738 21301 9561 Total 210657 Source : NICHP Note1. Assistant technicians include: Assistant sanitarian, Assistant laboratory technician, Assistant radiologist, Assistant pharmacist, Assistant first aid technician (3 years), Assistant first aid technician (1.5 years). Note2. others include: veterinarian, agricultural engineer, assistant agricultural engineer, engineer, assistant engineer, dietitian specialist, assistant administration support. The main conclusions to be drawn from Tables 7.1.1 and 7.1.2 are as follows. a. The high proportion of physicians registered in Table 7.1.1, even allowing for those who have emigrated, retired or who are no longer practicing medicine for other reasons. b. The high proportion of pharmacists who do not practice within the MOHP. c. Diploma nurses have a rather low level of qualification and training and so have limited expertise. It is only the graduate nurses who are generally considered to have the level of training, which allows them to take responsibility for managing their own work as opposed to following the instructions of a physician. The last five years has seen a 56% year-on-year increase in graduate nurse registrations with the MOHP. This is, however, dwarfed by the 129% increase in diploma nurses in the same period – a reflection of political imperatives associated with the overall increase in population during this period. d. The overall MOHP workforce does not include administrative and ancillary staff. The figures are not provided to the NICHP by the governorates because of confusion over those actually employed and those contracted for a temporary period. Using the Family Health Model establishment agreed for the HSRP these staff form between 25% and 50% of the average FHU depending on the size of the unit (50% for the smaller FHU 1 and 25% for the larger FHU 4). On this basis alone, this group of staff account for between 43,500 and 87,500 extra staff making the total size of the in post workforce of the MOHP in the range of 220,000–262,000 staff. 48
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