sector skills plan for the health sector in south africa

More documents

Recommendations

Info

working environments. Trade unions also collectively bargain and negotiate for better wages, monetary allowances for health professionals, working hours and workplace benefits. In addition, trade unions provide their members with a range of benefits such as access to medical insurance schemes, group benefit schemes, provident funds and funeral cover. Most provide legal advice and representation at labour disputes, grievance procedures and disciplinary hearings. 35 Among the larger unions in the health sector are the National Education Health and Allied Workers Union (NEHAWU), the Democratic Nursing Organisation of South Africa (DENOSA), the South African Democratic Nurses Union (SADNU), the Health and Other Service Personnel Trade Union of South Africa (HOSPERSA) and the Public Servants’ Association (PSA). 2.5 PROFILE OF EMPLOYEES IN THE SECTOR In order to develop a profile of the health sector served by the HWSETA three databases were combined. They are: The database of Workplace Skills Plans submitted to the HWSETA in June 2010. For the first time levy-paying organisations that applied for the mandatory grant had to submit information on their employees at the detailed occupational level of the Organising Framework for Occupations (OFO). This information also contains the race and gender of employees. A total of 602 organisations submitted Workplace Skills Plans. They represent 118 148 employees and 63% of the total levies paid to the HWSETA. Close examination of this database showed that the large organisations in the sector (for example, the large hospital groups and pharmacy groups) were well represented but that very few of the small professional practices were included. The MEDpages database This database is held privately and contains biographical, practice and contact information of the majority of approximately 60 000 private health practitioners in the country. The total number of active records on the MEDpages database is185 962 (96 605 people and 89 357 practices and organisations). 36 Close examination of this database and a comparison with other estimates of private practitioners in South Africa led to the conclusion that this is most comprehensive database of its kind and that it represents the vast majority of active private health practitioners in the country. 35 National Education Health and Allied Workers Union. 2010. “About NEHAWU”. Published at http://www.nehawu.org.za/about/index.asp. (Accessed August 2010); Democratic Nursing Organisation of South Africa. 2010. “DENOSA About us”. Published at http://www.denosa.org.za/DENOSA.php?id=1. (Accessed August 2010); South African Democratic Nurses Union. 2010. “History”. Published at http://www.sadnu.org.za/history.php. (Accessed August 2010); Health and Other Service Personnel Trade Union of South Africa. “Principles and Objectives”. Published at http://www.hospersa.co.za/about/principles.djhtml. (Accessed August 2010); South African Medical Association. 2010. “Member benefits”. Published at http://www.samedical.org/index.php. (Accessed August 2010). 36 http://www.medpages.co.za/index.php?module=publicstats. 13
PERSAL database The PERSAL system keeps individual records of all the workers in the Public Service – i.e. the workers in the national and provincial state departments. Access to the data of the health departments was provided by the Department of Public Service and Administration (DPSA). For the purposes of this SSP the two private sector databases were combined in such a way that duplication was avoided. The occupational information contained in the MEDpages database and the PERSAL system was coded to the OFO. a) Total employment The three databases combined provided information on 460 000 people who are formally employed in the health sector. Of these, 179 000 (39%) are employed in private sector organisations and levy-paying public sector organisations (referred to later as the “private sector”), while 281 000 (61%) work in the public health departments. Both the Public Service and the private sector figures are still underestimates of the total number of employees in the sector. Definitely excluded from the private sector figures are the non-professional support staff employed in the private professional practices and employees in the non-levy paying NGOs. Excluded from the Public Service figures are the medical personnel employed in the South African National Defence Force (SANDF). 37 b) Occupational distribution of employment Table 2-1 shows a breakdown of total employment according to the main occupational groups of the OFO. In both the Public Service and in the private sector managers constitute approximately 4% of total employment. Almost half (47%) of employees in the private sector are employed as professionals and 28% in the Public Service. Professionals include medical and dental specialists and practitioners, registered nurses, pharmacists, and other health-related occupations such as occupational therapists and psychologists. The category also includes professionals such as human resource professionals, financial professionals and scientists. Estimates of employment in selected professional occupations can be seen in Table 2-2. Community and personal service workers in the Public Service constitute 42% of total employment and in the private sector 22%. This category mainly comprises enrolled and auxiliary nurses, emergency service and ambulance workers, and food and auxiliary hospital workers and aides. Sales workers include pharmacy assistants working in retail, hospital and industrial pharmacies. 37 The SANDF has a separate payment system and its staff are not recorded on PERSAL. 14
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 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: development and care in areas such
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
Page 72 and 73: 4.6 CONCLUSIONS The growing demand
Page 74 and 75: 5 THE SUPPLY OF SKILLS 5.1 INTRODUC
Page 76 and 77: Table 5-3 shows that the total numb
Page 78 and 79: 5.3 INSTITUTIONAL ARRANGEMENTS AND
Page 80 and 81: 5.3.4 PRIVATE HOSPITALS Private hos
Page 82 and 83:
Table 5-5 shows the registration fi
Page 84 and 85:
5.4.3 REGISTRATIONS WITH THE SOUTH
Page 86 and 87:
Table 5-10 Number of health-related
Page 88 and 89:
The HWSETA has also registered seve
Page 90 and 91:
5.7.3 INTERNSHIPS The HWSETA has su
Page 92 and 93:
5.8 FACTORS INFLUENCING THE SUPPLY
Page 94 and 95:
d) The introduction of mid-level sk
Page 96 and 97:
of legally enforceable nurse/patien
Page 98 and 99:
annual growth rate in professional
Page 100 and 101:
Therefore, the HWSETA’s skills de
Page 102 and 103:
In Chapter 5 it was mentioned that
Page 104 and 105:
Cape Peninsula University of Techno
Page 106 and 107:
http://www.hwseta.org.za/upload/sec
Page 108 and 109:
National Treasury. 2009. “Health
Page 110 and 111:
assistants”. Published at http://
Page 112 and 113:
APPENDIX A SCARCE SKILLS LIST - PRI
Page 114:
OFO Code OFO description Private he
show all

sector skills plan for the health sector in south africa

You also want an ePaper? Increase the reach of your titles

Delete template?

Save as template?