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

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Table 4.11: Future Staff requirements for the MOH for Selected Health Work CategoriesCadre Year 2004 Year 2014 ChangeSpecialist Doctor 1,140 1,522 + 382GP 1,066 2,316 + 1,550Dentist 521 1,037 + 516Registered Nurse 2,236 3,576 + 1,340Associate Nurse 589 3,756 + 3,167Pharmacist 220 441 + 221Assistant Pharmacist 1,009 1,864 + 855Laboratory Technician 932 1,286 + 354X-Ray Technician 408 786 + 378Source: MOH and Initiatives Inc, 2005.Strategic Health Workforce Projections (Jordan HumanResources Project: 2004-2006), Report No.7.The detailed projection for females and males registered nurses for the years 2008-2012 which was done by the Jordanian Nursing Council, indicated that threw will bea shortage of female registered nurses during this period. The shortage ranges from3351 females RNs in 2009 to 2572 in 2012.On the other hand, there will be asurplus of more than 2000 male RNs during the years 2010-2012 with a peak in the20year 2011 as the surplus amounts 2463 RNs.60
5.HRH UTILIZATION: PRIORITY AND PRACTICE5.1 RecruitmentEach sub- health sector in Jordan has its own recruitment regulations andmechanisms. In MOH, the appointment of medical staff and health careprofessionals is done in accordance with Civil Service Bureau regulations,standards, and salary scale. The MOH has little control on these regulations andstandards.In RMS, the appointment of all health professionals is done in accordance withMilitary Service regulations with special chapters for the appointment and salaryscales for physicians, nurses and allied health professionals.University hospitals follow the staff appointment regulations of each university.Physicians have dual appointments as faculty members and hospital medical staffmembers.In the private health sector, the appointment of medical staff and other health careprofessionals is done in accordance with Jordanian Labour laws. Every hospital hasits own appointment and salary scale regulations. However, most physiciansworking in private hospitals are self employed in their own clinics. No formalcredentialing of clinical privileges of medical staff exists in private hospitals inJordan. Physicians have open admission privileges in all private hospitals and admitpatients to hospitals according to their preference.There is no system or requirement for new employees (either those new or thosetransferred to a new work location) to be given a formal orientation to theirworkplace, to the workplace policies and procedures, or to the expectations for theirperformance.Most physicians, female nurses, midwives and radiology technologists are recruitedafter short time of graduation. Other graduates as male nurses, dentists,pharmacists, and most paramedics usually stay more than one year after theirgraduation before being recruited. MOH and RMS are the main employer of newhealth cadre graduates.5.2 Deployment and distribution mechanismsThere are regional disparities in the distribution of physicians as evidenced by thedifference in physician population ratios among Amman and some of the ruralgovernorates. While the MOH has done a great deal to place clinics in these ruralareas, it continuously faces the usual obstacles of placing professionals. Policiesand appropriate incentives should be developed to attract and retain physicians inrural and poor areas.61
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PpppPrepared by:Dr. Musa AjlouniJan
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CONTENTACKNOWLEDGEMENT.............
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FIGURESFIGURE 1.1:TRENDS OF POPULAT
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EXECUTIVE SUMMARYIntroductionJordan
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than 70%) as physicians, dentists,
Page 11 and 12: pharmacists and nurses respectively
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: 4.3 Health workforce requirementsNo
Page 65 and 66: There are two types of staff turnov
Page 67 and 68: Although there are formal procedure
Page 69 and 70: There is no long-range plan for hum
Page 71 and 72: not have specific legislation for m
Page 73 and 74: - Link financial incentives to actu
Page 75 and 76: ) Regulating and monitoring health
Page 77 and 78: 6.7 The National Observatory for HR
Page 79 and 80: 7. CONCLUSION AND RECOMMENDATIONSTh
Page 81 and 82: · A national program for capacity
Page 83 and 84: 18) DOS.Jordan Department of Statis
Page 85 and 86: ANNEXE 1 : DEFINITIONS OF HEALTH WO
Page 87 and 88: ANNEXE 2: HEALTH WORKFORCE CLASSIFI
Page 89 and 90: Enrolled NursesAlso called nurse te
Page 91 and 92: Dentists (specialist)At least 5 yea
Page 93 and 94: Note: This program was stopped in19
Page 95 and 96: 11. Environmental and PublicHealth
Page 97 and 98: OpticianAt least 4 years of univers
Page 99 and 100: Anesthesia Technician2 years in ane
Page 101 and 102: Annex 3: HRH STRATEGIC DIRECTION AN
Page 103 and 104: Questions Findings Remarks (if any)
Page 109 and 110: Public sectorQuestions Findings Rem
Page 113 and 114:
Questions Findings Remarks (if any)
Page 115:
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Prepared by: Dr. Musa Ajlouni January, 2010 - World Health ...

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