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

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attached to them.There are two departments/directorates for HRH in MOH responsible for developing,implementing and monitoring HRH strategies: one for Personnel Administration and thesecond for Human Resources Development.All decisions regarding HRH recruitment, placement, termination and compensation arecentralized in MOH. Decentralization function as a governmental process is still facingmany constraints, due to lateness and inability of local governorates to implementdecentralization mechanisms and modules.6.2 Professional associations’ regulationsRegistration in the related professional association is mandatory before licensing. TheJordan Medical Council certifies doctors as general practitioners and specialists.Professional bodies are assuming the role of implementing, monitoring and enforcing theapproved rules and regulations regarding each profession.6.3 HRH information and researchComputers and personnel data management systems are available in all health sectors,but human resource information is not produced regularly for management decisionmaking.The Information and Research Directorate in MOH maintains regular statisticsabout HRH working in MOH and other health sectors. These statistics do not cover allHRH working in the country. The reliability of the HRH statistics reported by the privatehealth sector is not guaranteed. The HRH statistics is reported in the annual statisticalbook of the MOH; no analysis is performed on these statistics.The High Health Council has established the Jordan National HRH Observatory in 2009with technical support from WHO/EMRO. This Observatory will be the main source ofinformation and statistics on HRH in Jordan.HRH research is not institutionalized or performed on regular basis. Most of the researchperformed on HRH is initiated either by International donor agencies like USAID andWHO or by students and academicians.6.4 Stakeholders in HRHIn addition to MOH, HRH governance functions in Jordan are performed by multiplepublic, semipublic, private and NGO's. Overlapping and duplication of governancefunctions within some health organizations is not uncommon. Most forums which areconducted to facilitate dialogue among different stakeholders regarding HRH issues areorganized and sponsored by international donors and agencies. Continuity of thisprocess by local initiatives is highly recommended. The HHC is one of the commissionedagencies, which was tasked to work on harmonization and coordination issues via thenational forum established as part of the HRH observatory in Jordan. The HHC is hostingthe HRH observatory and serves as a coordination body for HRH stakeholders. Thenational policy forum has been working since July 2008 aimed at addressing and solvingtogether the pressing issues and challenges pertaining to health workforce in Jordan7. Conclusion and RecommendationsSome policy directions that address challenges and gaps related to health workforcesituation, production, utilization and governance were highlighted and proposed.Jordan HRH Profile,Musa Ajlouni (Jan 2010) 10
INTRODUCTIONBackgroundJordan is a low-middle income country with limited natural resources, and thus humanresources development has been made as one of the most valuable assets and strategicpillars of the country. Subsequently, achievements of Jordan in the provision of healthservices have been remarkable according to national and international reports. Given itshealth indicators, Jordan is being ranked today as one of the best countries of theregion.On the other hand, the healthcare system in Jordan is evolving and has to continuouslyrespond to the changing demographic, epidemiologic and risk profile of the population;the rising expectations of a more educated population; the fast growing private healthsector; the rapid changes taking place in medical technology; and the desire among thegovernment to expand services and achieve universal health coverage. Accordingly,Jordan has been remarkably investing in human resources for health as a key elementfor scaling up health interventions to achieve national goals and health-related targets ofthe Millennium Development Goals (MDGs).This HRH Jordan profile is part of a collaborative work of WHO’s Regional Office for theEastern Mediterranean, through its Division of Health Systems and ServicesDevelopment, to support Member States in: strengthening capacity to develop and useevidence-based policy-making strategies; improving the performance of health systemfunctions; and promoting equity, quality and efficiency.Purpose· The purpose of the HRH Jordan profile is to serve as a tool for:· Providing a comprehensive picture of the Health Workforce situation in Jordan.· Systematically presenting the HRH policies and management situation in acomparable way and to help monitoring of HRH stock and trends in Jordan.· Communicating with and between policy-makers and stakeholders in the country.· Strengthening the human resources information system in Jordan by establishingevidence for baselines and trends.· Facilitating information sharing and cross-country comparisons.· Contributing towards producing regional HRH profiles.Methodology and Data Collection· This is a cross-sectional study that adopted a descriptive and analyticalmethodology based mainly on secondary information.· Data was collected using the template for HRH country profile that covers HRHstock, trends, distribution, pre and post-service education, management, andgovernance which was developed by WHO/EMRO Division of Health Systemsand Services Development.· Before collecting data, the Health Workforce Classification Mapping provided byWHO/EMRO was nationalized using the name of equivalent national categoryand the national definition for each category (Annex 2).Jordan HRH Profile,Musa Ajlouni (Jan 2010) 11
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 and 10: than 70%) as physicians, dentists,
Page 11: pharmacists and nurses respectively
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
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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
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Anesthesia Technician2 years in ane
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Annex 3: HRH STRATEGIC DIRECTION AN
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Questions Findings Remarks (if any)
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Public sectorQuestions Findings Rem
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