sector skills plan for the health sector in south africa

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annual growth rate in professional registrations across key occupational categories has also been low, and in some instances lower than the growth rates in graduates produced for the particular professional category. The HWSETA also contributes to skills formation in the health sector. Since 2002 more than 25 000 learners enrolled on health-related learnerships. More than 7 000 have completed learnerships at the time of writing this SSP, and were recorded on the HWSETA’s electronic system. Many more completed learnership that are quality assured by professional councils and their achievements are recorded by the councils and not by the HWSETA. The SETA also support skills development through internships and workplace training programmes, skills programmes, ABET and small enterprise development. 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. 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, sub-functional working environments and poor human resources practices. The information presented in this chapter shows that unless major improvements in 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. 79
6 SKILLS DEVELOPMENT PRIORITIES OF THE HWSETA 6.1 INTRODUCTION Throughout this SSP the health sector has been portrayed as a sector faced with enormous challenges, with skills problems are at the heart of many of these challenges. The nature and magnitude of the challenges are such that they can only be addressed through a very concerted and, as far as possible, integrated effort of a host of role-players including the national departments of health, Higher Education and Training, the higher education sector, private education and training providers, public and private health facilities, and the HWSETA. As the HWSETA is only one of a number of institutions tasked with the funding and provision of skills development for the health sector, it is important to outline the specific role that the SETA will play in the next five years. At the same time the SETA forms part of the institutions that have to deliver on NSDS III. This chapter outlines the areas on which the HWSETA will focus in the five-year period covered by NSDS III and its contribution to government’s objectives. The specific contributions that are discussed are: the contribution to government’s Medium Term Strategic Framework (MTSF) objectives, the contribution to the strategic areas of focus for the NSDS III and the contribution that will be made to the President’s outcomes approach to planning government’s work. 6.2 CONTRIBUTION TO GOVERNMENT’S MTSF OBJECTIVES Government’s MTSF have ten priorities, two of which are central to the work of HWSETA – Priority 4, which is to strengthen the skills and human resource base, and Priority 5, which is to improve the health profile of all South Africans. In previous chapters of this SSP various strategies and plans of government to improve the health system have been discussed. The HWSETA will continue to work closely with the DoH and will support the department’s health strategies through skills development. Within its own mandate and budgetary allocations the SETA will contribute to the supply of larger numbers of health workers equipped with the skills necessary to improve health care in South Africa. 6.3 SECTORAL CONTRIBUTION TO STRATEGIC AREAS OF FOCUS FOR NSDS III This section outlines the HWSETA’s contribution to the strategic areas of focus for the NSDS III period. The section refers specifically to the HWSETA Strategic Business Plan 2011 – 2016 to which the SSP is attached. In the discussion the specific line items in the Business Plan are referenced. 6.3.1 EQUITY IMPACT The analysis of the health sector presented in the previous chapters clearly shows that the 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 South African society. 80
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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
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several institutions are specifical
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development and care in areas such
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PERSAL database The PERSAL system k
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African Coloured Indian White Total
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In 2010, 460 000 people are employe
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Table 3-1 Health expenditure in pub
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According to the Development Bank o
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Table 3-3 Primary healthcare visits
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3.4 THE MOBILITY OF LABOUR In 2006
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