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

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