sector skills plan for the health sector in south africa

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1.3 LIMITATIONS Demand analysis and forecasting (which should ideally form a key component of an SSP) is sensitive to the availability of reliable data on current employment and skills needs. During the preparation of this SSP, the HWSETA encountered significant difficulties with the lack of data, gaps in and quality of information, as well as inconsistencies in the data. Difficulties were specifically encountered with the analysis of the PERSAL data on employment in the Public Service. The PERSAL system contains several fields that describe a person’s occupation. None of these fields are easily convertible to the Organising Framework for Occupations (OFO), the occupational classification system that is used by the SETAs to report on employment and on scarce skills. Closer analysis of the different fields also revealed several anomalies and inconsistencies. The OFO itself posed further challenges: the health related occupations that currently exist on the OFO are not aligned to the South African labour market. The occupational titles are also not aligned to the registration categories used in South Africa. The team who was responsible for the preparation of this SSP dealt with these challenges in the best possible way. However, it is important that the HWSETA and other role players in the sector engage with the OFO in order to better align it to the South African health sector. The linkage between the PERSAL system and the OFO can only be dealt with once the OFO has been adapted. This linkage will also be addressed by the job profiling project that the Department of Public Service and Administration (DPSA) is currently undertaking. 1.4 OUTLINE OF THE SSP Chapter 2 of the SSP provides a profile of the health sector in South Africa and specifically those components of the sector served by the HWSETA. In Chapter 3 the most important factors that impact on the sector’s labour market are discussed. Chapter 4 deals with the demand for skills in the sector and Chapter 5 with the supply of skills. In Chapter 6 the strategic areas of focus for the HWSETA (in relation to the health sector) are outlined. 3
2 PROFILE OF THE SECTOR 2.1 INTRODUCTION Any sectoral skills development strategy needs to be based on a sound understanding of employment in the sector, the environment in which services are delivered, and the changes taking place in that sector. In this chapter of the SSP the health sector is described and discussed from various perspectives. First, the sector served by the HWSETA forms part of the South African Health System and this chapter starts with a short description of the national health system, a description of standard industrial classification (SIC) codes included in the scope of the HWSETA, and the identification of points of contact with other SETAs. This is followed by a description of the organisations that are major role players in the sector. The chapter then continues with a description of the employees in the sector. This section starts with an estimate of total employment, followed by a description of employees according to occupation, population group, gender and age. In the conclusions to this chapter the most salient implications of the profile of the health sector for skills development are highlighted. 2.2 THE SOUTH AFRICAN HEALTH SYSTEM Figure 2-1 provides a graphical representation of the South African health system. Figure 2-1 The South African health system 4
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 and 18: statistics are for 2008 when the Ne
Page 19 and 20: In collaboration with the professio
Page 21: Information submitted by the depart
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
Page 68 and 69: 4.4 FUTURE DEMAND 4.4.1 SKILLS DEVE
Page 70 and 71: 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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