Prepared by: Dr. Musa Ajlouni January, 2010 - World Health ...

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Masters and PhDs in some health sciences. Jordan University established the firstdoctorate program for nursing in 2005-2006.The High Education Council sets high education policies and regulations, Ministry of HighEducation & Scientific Research implements these policies and the High EducationAccreditation Commission sets standards for high education and monitors theirimplementation. The Ministry of Health is not directly involved in formal policy formulationor decisions related to education plans or student intakes at public or private universitiesand colleges.The annual average of input to universities and community colleges in the differenthealth training programs during the last three years was 6869 and 2982 studentsrespectively. About 34% and 63% of the students admitted to universities and communitycolleges respectively were nursing students. The input of pharmacy students touniversities and community colleges ranked second with annual average of 1600 and320 students respectively.The annual average of graduates during the last three years for all health professionswas 4354 for universities and 2287 for community colleges. Nursing graduates(registered and associate nurses) have the highest percentage of total output during thelast three years for both university and community colleges programs, followed bypharmacy staff (pharmacists and pharmacy technicians) and physicians.The output of the trained health professionals is partially based on the market demand.Other factors as the capacity of health training institutions, students’ preferences ,theprofitability of the program for the training institutions and the expected salary or incomefrom each profession are the main determinants of health professionals output.4.2 Post-service and Continuing EducationFormal post-service training programs are confined to physicians and dentists in publicand private sectors. These programs are managed and supervised by the JordanMedical Council. They include programs for: medical residency, medical internship,dentistry residency and dentistry internship.Formal continuing training programs are not regularly provided by public or private healthsector. It is performed on voluntary basis by professional associations, hospitals,teaching institutions and individual practitioners. Most of the training provided is on jobtraining,seminars, workshops and conferences. The majority of hospitals do not haveany budgetary allocations for formal training and research.Jordan Health Care Accreditation Council (JHCAC), a private non profit organization, ismandated to accredit health training programs which are not under the jurisdiction of theHigh Education Council or the Jordan Medical Board.4.3 Health workforce requirementsNo formal projections or future plans requirements for HRH exists in Jordan. The HumanResources Project (2004-2006) which was funded by USAID and technically supportedby Initiatives Inc provided future staff requirements for MOH for the year 2014 for somehealth cadres.The High Health Council has adopted strategic objectives in 2007 for some health workcategories per 10000 population (27.5, 8.5, 12, and 35 for physicians, dentists,Jordan HRH Profile,Musa Ajlouni (Jan 2010) 8
pharmacists and nurses respectively).No specific action plan was adopted to achievethese goals.5. HRH Utilization5.1 RecruitmentEach sub- health sector in Jordan has its own recruitment regulations and mechanisms.In MOH, the appointment of medical staff and health care professionals is done inaccordance with Civil Service Bureau regulations, standards, and salary scale. The MOHhas little control on these regulations and standards.Most physicians, female nurses, midwives and radiology technologists are recruited aftershort time of graduation. Other graduates as male nurses, dentists, pharmacists, andmost paramedics usually stay more than one year after their graduation before beingrecruited.MOH and RMS is the main employer of new health cadre graduates.5.2 Deployment and distribution mechanismsThe MOH continuously faces obstacles of placing professionals in rural areas and in thesouth region. Policies and appropriate incentives should be developed to attract andretain physicians in rural and poor areas.5.3 The work environmentThere is a problem of high turnover among medical and nursing staff in MOH, which hasresulted in shortages in health care providers, due to lack of incentives, low salary scaleand remunerations in comparison with university hospitals, RMS, private sector and GulfStates offered opportunities.5.4 Payment mechanismsMOH and RMS employees are paid salary and benefits according to the civil/armyservice regulations and the category, grade/level and step or rank to which they havebeen allocated. In the private health sector, every hospital has its own salary scaleregulations. Most physicians working in private hospitals are self employed in their ownclinics. They are paid by patients or health insurance programs according to fee-for –service basis. Prospective payment mechanisms are not common in Jordan.5.5 Supervision systems and mechanismsThe MOH has full authority to license health professionals and withhold or abstain fromgranting professionals' licensure. Performance appraisals are conducted periodically anddocumented for the majority of staff. Performance evaluations within the MOH and otherpublic sectors tend to be based on whether an employee abides by working hours andon their behavior, rather than on work performance.6. Governance for HRH6.1 HRH policies and plansThe Human Resource Development (HRD) policy is part of the general health policy.However, most components of the HRH policy are not fully implemented; still seem to bedeveloped more for the sake of having a policy and a plan. A policy formulation exerciseis meaningful only if its purpose is clearly spelled out and seen as a real opportunity forchange. The HRH policy in Jordan has to be translated into a work plan with clearlydefined objectives, strategies and expected results, with a time-frame and resourcesJordan HRH Profile,Musa Ajlouni (Jan 2010) 9
Page 1 and 2: PpppPrepared by:Dr. Musa AjlouniJan
Page 3 and 4: CONTENTACKNOWLEDGEMENT.............
Page 5 and 6: FIGURESFIGURE 1.1:TRENDS OF POPULAT
Page 7 and 8: EXECUTIVE SUMMARYIntroductionJordan
Page 9: than 70%) as physicians, dentists,
Page 13 and 14: INTRODUCTIONBackgroundJordan is a l
Page 15 and 16: 1. COUNTRY OVERVIEW1.1 Geography an
Page 17 and 18: Inflationary pressures on the back
Page 19 and 20: generation, along with emphasis on
Page 21 and 22: 2. COUNTRY HEALTH SYSTEM2.1 Governa
Page 23 and 24: The United Nations Relief and Work
Page 25 and 26: 2.3 Health care financingIn 2007, t
Page 27 and 28: HRH Observatory (HRHO) was establis
Page 29 and 30: Table 3.2: Health worker Population
Page 31 and 32: 20000180001600014000120001000080006
Page 33 and 34: Table 3.4: Gender distribution by h
Page 35 and 36: Table 3.6: Percentage Distribution
Page 37 and 38: 3.2.4 Geographical distribution by
Page 39 and 40: Table 3.8: Urban/Rural distribution
Page 41 and 42: The health sector in Jordan, public
Page 43 and 44: ALI YAVAR JUNG NATIONAL INSTITUTE F
Page 45 and 46: 4.1.6 Student Entry Requirements fo
Page 47 and 48: PostGraduateUniversity/Undergraduat
Page 49 and 50: 4.1.9 Governance of High Education
Page 51 and 52: Box 4.1: Functions of High Educatio
Page 53 and 54: Table 4.6: Students Admitted to Hea
Page 55 and 56: Table 4.8: Training outputs in the
Page 57 and 58: Figure 4.4:Annual Output of Univers
Page 59 and 60: 4- Supervising the internship train
Page 61 and 62:
4.3 Health workforce requirementsNo
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5.HRH UTILIZATION: PRIORITY AND PRA
Page 65 and 66:
There are two types of staff turnov
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Although there are formal procedure
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There is no long-range plan for hum
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not have specific legislation for m
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- Link financial incentives to actu
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) Regulating and monitoring health
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6.7 The National Observatory for HR
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7. CONCLUSION AND RECOMMENDATIONSTh
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· A national program for capacity
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18) DOS.Jordan Department of Statis
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ANNEXE 1 : DEFINITIONS OF HEALTH WO
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ANNEXE 2: HEALTH WORKFORCE CLASSIFI
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Enrolled NursesAlso called nurse te
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Dentists (specialist)At least 5 yea
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Note: This program was stopped in19
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11. Environmental and PublicHealth
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OpticianAt least 4 years of univers
Page 99 and 100:
Anesthesia Technician2 years in ane
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Annex 3: HRH STRATEGIC DIRECTION AN
Page 103 and 104:
Questions Findings Remarks (if any)
Page 105 and 106:
Page 107 and 108:
Page 109 and 110:
Public sectorQuestions Findings Rem
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Page 113 and 114:
Page 115:
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