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

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1. Assessment of the present situation of health staffing.2. Assessment of factors that encourage or discourage the recruitment andretention of staff within the Ministry of Health.3. Alternative projections of staffing needs with the associated implications forpre-service training outputs and steps to retain staff.The three studies highlighted the need for a long-term policy and plan for theproduction of a balanced human resource. Despite the existence of procedures forHR, management issues such as recruitment, hiring, firing, transfer and promotion,they were not used consistently. There were major gaps in relation to performancemanagement. Job descriptions may have existed but were not up-to-date and werevery general. There was no formal continuing education system. In addition, therelationship between health service provision and pre-service training institutions(medical and other health professional schools) was loose. 35Jordan participated in a multi-country study which was conducted in 2007 by theHealth Policy Forum of the Middle East and North Africa Region to identify and rankregional policy concerns and research priorities related to three thematic areas(health care financing, human resources for health and the role non-state sector) asperceived by policy makers and civil society organizations. The results of this studywith relation to HRH could be summarized as follows: 37HRH Challenges:- Unavailability of long-range plan for human resources.- High drop out rate of qualified health professionals.- Lack of relationship between health service provision and pre-service traininginstitutions; regional disparities in the distribution of health personnel.- No formal continuing education system; absence of re-licensing process forhealth professionals.- Lack of national data base for HRH.- Inequalities of health personnel wages and incentives among public sectors.- Lack of rigorous appraisal of the current state of HR development in health.HRH Policy Priorities:- Develop a national education plan for human resources for health.- Match out-put of health sciences education programs with the needs ofhealthcare market.- Devise a national plan to manage and contain the migration (brain drain) ofhealth professionals.- Activate recertification of specialized doctors.70
- Link financial incentives to actual performance.- Develop a promotion strategy for all health professionals and link it to relicensingand continuing education.- Give incentives to health professionals serving in hardship areas.- Institutionalize continuing education programs to all health professionals.- Establish medical accountability law.- Delineate clinical privileges for private doctors.- Establish a national observatory for health professionals.HRH Research Priorities:- Do existing teaching plans and curricula meet the needs of the healthprofessionals and consumers?- What are the causes that drive health professionals to leave the country?- What is the existing situation of human resources for health?- What are the needs of the health market for human resources?- What is the magnitude and causes of unemployment among healthprofessionals?- Do private physicians comply with the fee schedule set by the Jordan MedicalAssociation and MOH?- What is the impact of continuing education programs on the performance ofhealth professionals?- What are the causes of violence against MOH health workers and how toavoid it?In 2008, a study was conducted by a technical team from WHO/EMRO and the HighHealth Council to assess awareness and perception of stakeholders aboutexistence of HRH strategies, policies and coordination mechanisms within allsectors. The following represent the main findings of this study: 38In the field of HRH Policy & Planning, there is a need to develop a nationalstrategy with evidence-based plans and policies for HRH. Although strategy for HRHis being used at the entity level, there are differences in legislations and regulationsthat need to be streamlined and standardized.In Education & production, there is clear shortage in the number of healthworkers. There is a need to establish a database for monitoring numbers andshortages per profession per sector. Furthermore, participants at the nationalstakeholder meeting reiterated the need to establish national HRH observatory inJordan.71
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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,
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pharmacists and nurses respectively
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INTRODUCTIONBackgroundJordan is a l
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1. COUNTRY OVERVIEW1.1 Geography an
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Inflationary pressures on the back
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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
Page 63 and 64: 5.HRH UTILIZATION: PRIORITY AND PRA
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: not have specific legislation for m
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 115: 113
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Prepared by: Dr. Musa Ajlouni January, 2010 - World Health ...

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