sector skills plan for the health sector in south africa

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The supply of skills to the health sector is not only determined by capacity at training institutions and the scope of training activities. Health workers risk exposure to HIV and AIDS in the workplace and face increased risks of contracting the disease compared with workers in other sectors. By 2002 the prevalence rate of HIV and AIDS among health workers was 15.7%, much higher than the national prevalence rate at the height of the pandemic in 2010. As a result of AIDS, skilled health workers leave the sector prematurely, either because they fear infection, become ill themselves or need to care for others who fall ill. The supply-side analysis presented in Chapter 5 of this SSP shows that many of the government’s positive strategies to improve the supply and retention of skills in the sector may be compromised by budget constraints and various institutional problems such as weak management systems, subfunctional working environments and poor human resources practices. The analysis also lead to the conclusion that unless major improvements in the leadership and management of the health system at all levels are made, migration of health professionals out of the public sector and emigration to other countries are likely to drain the supply of skills for the considerable future. SKILLS DEVELOPMENT PRIORITIES OF THE HWSETA Given the nature and magnitude of the skills development challenges in the health sector, a concerted and integrated effort is required in partnership with the national DoH, DHET, the higher education sector, private education and training providers, public and private health facilities and the HWSETA. As one of several institutions tasked with funding and facilitating skills development for the health sector, the HWSETA will focus its attention in a number of priority areas in the five-year period covered by NSDS III. The HWSETA’s contribution to Government’s objectives will centre around close cooperation with the DoH, support for health strategies through skills development and, within mandate and budget parameters, enabling the supply of larger numbers of health workers equipped with the skills necessary to improve healthcare in South Africa. It must, however, be noted that these initiatives may be hampered by a disjuncture between the different ministries involved in the planning of health services. Current shortages of skills in the public health sector lead to massive inequalities in terms of access to proper healthcare and the perpetuation, and even the intensification, of inequalities in the South African society. Therefore, the HWSETA’s activities will aim to alleviate skills shortages and develop new skills that can serve the poorest segments of the population and under-resourced areas. Skills development support will give preference to historically disadvantaged individuals. The HWSETA will, in collaboration with universities and FET colleges that offer health training, support health-specific occupational programmes to facilitate access, success and progression. It intends to develop or fund general bridging courses and specific bridging courses in mathematics and science, and to work on a support strategy that will be aimed at increasing the pass rate of undergraduate students. A structured career guidance strategy will be developed to reach out to school learners and create awareness of the occupations in the health sector at all levels. xvii
In collaboration with the professional bodies in the health sector, the HWSETA will continue with its work towards the recognition of prior learning (RPL). The key focus will be on the development and implementation of an RPL support strategy and the development of national assessment centres. Support for vocational adult basic education (ABET) will also continue to enable people who were previously excluded from formal education to improve their qualifications. The HWSETA will also support pivotal occupational programmes; i.e. professional, vocational, technical and academic learning programmes that meet the critical needs for economic growth and social development. Research will be undertaken to identify the occupations that need to be supported through the proposed Pivotal Grant. The HWSETA will also accredit workplaces for delivering the workplace components of pivotal programmes and address the skills needs of staff involved in delivering the workplace component of pivotal learning programmes. Further, the HWSETA will publicise the scarce skills identified in this SSP and the learnerships that provide entry to these occupations. It will also make discretionary funding available for learnership support. The HWSETA will develop a postgraduate internship support strategy, in conjunction with employers, to provide unemployed graduates with workplace placements and exposure. Discretionary funding will be made available to support skills programmes and non-accredited short courses. The HWSETA will cooperate with the professional councils to develop a CPD support strategy. A strategy will be prepared to support the development of academic capacity and innovation via a postgraduate bursary scheme. The HWSETA will also support measures to strengthen its own capacity as well as that of its delivery partners. These skills development priorities and interventions will be implemented within the available funding of the SETA. The success and impact of these strategies will be assessed on an ongoing basis and the overall strategy and business plan will be revised annually. In conclusion the HWSETA is aware of data gaps in critical areas in the sector and is undertaking further research to ensure that these are closed in time for the second draft. We hope that readers and fellow researchers will find the information useful in shaping their own strategies and research work in time to come. ______________________ _______________________ Mr. P.C Smit Ms. S. Slabbert Chief Executive Officer: HWSETA Chairman: HWSETA 30 September 2010 30 September 2010 xviii
Page 1 and 2: SECTOR SKILLS PLAN FOR THE HEALTH S
Page 3 and 4: 2.4.6 LABOUR UNIONS ...............
Page 5 and 6: 5.2 THE SOUTH AFRICAN SECONDARY SCH
Page 7 and 8: LIST OF TABLES Table 2-1 Total empl
Page 9 and 10: ABBREVIATIONS AND ACRONYMS ABET Agr
Page 11 and 12: EXECUTIVE SUMMARY INTRODUCTION The
Page 13 and 14: Health professionals and practition
Page 15 and 16: Implementation of these policies dr
Page 17: statistics are for 2008 when the Ne
Page 21 and 22: Information submitted by the depart
Page 23 and 24: 2 PROFILE OF THE SECTOR 2.1 INTRODU
Page 25 and 26: 2.3 EMPLOYERS IN THE SECTOR The hea
Page 27 and 28: ) The South African Nursing Council
Page 29 and 30: several institutions are specifical
Page 31 and 32: development and care in areas such
Page 33 and 34: PERSAL database The PERSAL system k
Page 35 and 36: African Coloured Indian White Total
Page 38 and 39: In 2010, 460 000 people are employe
Page 40 and 41: Table 3-1 Health expenditure in pub
Page 42 and 43: According to the Development Bank o
Page 44 and 45: Table 3-3 Primary healthcare visits
Page 46 and 47: 3.4 THE MOBILITY OF LABOUR In 2006
Page 48 and 49: Arguably, many of the driving facto
Page 50 and 51: 3.8 MANAGEMENT OF THE HEALTH SYSTEM
Page 52 and 53: 3.9.2 REGULATION OF QUALITY Strict
Page 54 and 55: service are not well defined. 113 S
Page 56 and 57: ) Challenges These proposals aim to
Page 58 and 59: 3.10.5 STRATEGY TO FIGHT TUBERCULOS
Page 60 and 61: Veterinary skills are in demand glo
Page 62 and 63: 4 THE DEMAND FOR SKILLS 4.1 INTRODU
Page 64 and 65: Table 4-2 Total professional positi
Page 66 and 67: Organisations are also required to
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4.4 FUTURE DEMAND 4.4.1 SKILLS DEVE
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4.5.3 MATERNAL, CHILD AND WOMEN’S
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4.6 CONCLUSIONS The growing demand
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5 THE SUPPLY OF SKILLS 5.1 INTRODUC
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Table 5-3 shows that the total numb
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5.3 INSTITUTIONAL ARRANGEMENTS AND
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5.3.4 PRIVATE HOSPITALS Private hos
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Table 5-5 shows the registration fi
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5.4.3 REGISTRATIONS WITH THE SOUTH
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Table 5-10 Number of health-related
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The HWSETA has also registered seve
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5.7.3 INTERNSHIPS The HWSETA has su
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5.8 FACTORS INFLUENCING THE SUPPLY
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d) The introduction of mid-level sk
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of legally enforceable nurse/patien
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annual growth rate in professional
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Therefore, the HWSETA’s skills de
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In Chapter 5 it was mentioned that
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Cape Peninsula University of Techno
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http://www.hwseta.org.za/upload/sec
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National Treasury. 2009. “Health
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assistants”. Published at http://
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APPENDIX A SCARCE SKILLS LIST - PRI
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OFO Code OFO description Private he
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