sector skills plan for the health sector in south africa

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5.3.4 PRIVATE HOSPITALS Private hospitals are permitted to train nurse practitioners but constraints in meeting regulatory and accreditation requirements limit their ability to produce certain qualifications and the required number of nurses. Private hospitals mainly train nursing auxiliaries and enrolled nurses and offer a two-year bridging programme towards full registration as a professional nurse for general nursing functions. Because the private sector is limited in the clinical experience on offer to trainee nurses, it has not been successful in attaining accreditation to offer comprehensive training for registered nurses. Even larger private hospitals are not able to offer access to chronic psychiatric care, community-based nursing, or midwifery, all of which are required to complete a comprehensive four-year programme. 193 The private sector does offer specialist training in intensive care, neo-natal care and operating theatre units. The private sector has assumed a prominent role in the production of enrolled nursing auxiliaries, enrolled nurse and upgrading enrolled nurses to be registered as nurses. An analysis of the SANC statistics 194 Figure 5-1 shows that the production of enrolled nursing auxiliaries in the private sector nursing education institutions increased in 2007, 2008 and 2009 by almost 400% and for enrolled nurses during the same period the increase was between 200% and 300%. Although the production of registered nurses through the bridging programme remains higher in the public sector, the gap in the production of registered nurses between the two sectors decreased from 51.5% in 2007 to 17% in 2008 and 23% in 2009. 6000 5000 4000 3000 2000 1000 2007 2008 2009 ENA No. Completed in Public Sector 1146 1061 1106 ENA Completions Private Sector 4495 4532 4673 EN No. Completed in Public sector 1339 1388 2365 EN Completions Private Sector 3419 4366 5128 Bridging No. Completions Public Sector 0 1261 1419 1366 Bridging Completions Private Sector 832 1209 1109 Figure 5-1 Comparison of output in basic nursing training between public and private sectors: 2007 - 2009 Source: South African Nursing Council, 2010 193 Breier, M., Wildschut, A. and Mgqolozana, T. 2009. Nursing in a New Era – The Professional Education of Nurses in South Africa. 194 ( South African Nursing Council, 2010) 61
Currently, no private hospitals are not accredited to train doctors, and, in an article the CEO of HASA, Adv Kurt Worral-Clare expressed concerns about this situation, especially in view of capacity constraints at academic health complexes. 195 5.3.5 CPD PROVISION Health professionals are obliged to undergo continuous professional development (CPD) in order to retain their registered status with their respective regulatory councils. CPD therefore plays an important part of skills formation in the sector. Most of the professional bodies accredit providers to offer CPD and various voluntary organisations within the organised profession facilitate access to CPD and keep members’ records of CPD participation. 5.3.6 NON-PROFIT ORGANISATIONS Generally, NGOs offer non-accredited training to volunteers and community health workers (CHWs) as the organisations lack capacity to seek accreditation to offer the formal CHW qualifications registered on the NQF. The HWSETA’s capacity to facilitate skills development for NGOs is hampered by funding constraints because the NGOs are levy-exempt organisations. Participants in the baseline study acknowledged the HWSETA’s role in financing skills development for NGOs and called for increased support and capacity building in rural areas and CBOs. 5.4 PROFESSIONAL REGISTRATION As stated in Chapter 2, health care professionals have to register with their respective professional councils in order to have the right to practise or work in the health sector. Ideally, the professional registers should provide a fair reflection of the stock of professional skills available in the country. However, the registers don’t keep track of professionals’ movement out of the country and it is possible that people who are registered no longer offer their services to the South African health sector. Some of the registered professionals may also be employed elsewhere in the economy or may be economically inactive. Nevertheless, the professional registers do provide an indication of the growth in the number of health professionals available. 5.4.1 REGISTRATIONS WITH THE HEALTH PROFESSIONS COUNCIL OF SOUTH AFRICA The HPCSA offers registration in 86 registration categories and is by far the registration body with the largest number of categories of health professionals. At the end of December 2009 there were 142 064 people registered with the 12 registration boards of the HPCSA. This figure has almost doubled since 2000, when there were 84 682 people on the registers. This increase was, however, mainly the result of the registration of new health workers who were not regulated in the past – for example, basic ambulance assistants. 195 Worrall-Clare, K. 2009. “Partnering Sectors” in Private Hospital Review 2009. Published at: http://www.hasa.co.za/media/uploads/news/.../Private_Hospital_Review_2009.pdf. (Accessed August 2010). 62
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SECTOR SKILLS PLAN FOR THE HEALTH S
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2.4.6 LABOUR UNIONS ...............
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5.2 THE SOUTH AFRICAN SECONDARY SCH
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LIST OF TABLES Table 2-1 Total empl
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ABBREVIATIONS AND ACRONYMS ABET Agr
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EXECUTIVE SUMMARY INTRODUCTION The
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Health professionals and practition
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Implementation of these policies dr
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statistics are for 2008 when the Ne
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In collaboration with the professio
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Information submitted by the depart
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2 PROFILE OF THE SECTOR 2.1 INTRODU
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2.3 EMPLOYERS IN THE SECTOR The hea
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) 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
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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 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
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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
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