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

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Box 6.1: HRH related Laws and by-lawsHRH Related Laws• Public Health Law No.54/2002• High Health Council Law No.9/1999• Jordan Medical Council Law• Jordanian Nursing Council Law• Private Hospitals Law No.85/1980• Jordan Medical Association Law No.13/1972• Dentists Association Law No.17 /1972• Pharmacists Association Law No.51/1972• Registered Nurses and Midwives Association Law No.18/1972• Protection from Radioactive Materials Law• Civil Service Law• Military Service Law• Social Security Law• Jordan Labor Law• Jordan Universities Law• High Education Council Law• High Education Accreditation Commission LawHRH Related by- Laws• Audiology Profession by-law No.106/2001• Licensing and Management of Medical Labs by-law No.23/1983• Opticians' by-law No.6/1986• Physiotherapy Practice by- Law No.57/1986• Dermatology, Skincare, and Hair Removal Practice by- Law• Regulations for Comprehensive Examinations System for MedicalLicensing• Paramedics Practice by- Law• Associate and Assistant Nurses Practice by- Law• Clinical Psychology, Mental Health and Counseling Practice by-Law• Nutrition Practice by- Law• Incentive System by- LawSource: http://www.moh.gov.jo/MOH/En/rules_regulations.php76
7. CONCLUSION AND RECOMMENDATIONSThis report provides a comprehensive picture of the health workforce situation,production, utilization and governance in Jordan. It is evident from this study thatJordan has been remarkably investing in human resources for health as a keyelement for building a robust health care system. The followings are somerecommendations to help health policy makers in developing appropriate policydirections to address the challenges and gaps which were highlighted in this report.1. Health Workers Situation· Strategies are needed to motivate young women to enroll in nursing facultiesto meet the shortage of female nurses, like providing more scholarships andimproving work conditions for female nurses.· Efforts also should be enhanced to develop a marketing strategy to promotemale nurses outside the country.· Policy makers should find innovative ways to solve the gender imbalancesamong physicians at primary health level to promote reproductive healthservices and decrease the unmet needs for family planning.· Policies and appropriate incentives should be developed to attract and retainphysicians and other health workers in rural and poor areas.· A national plan to manage and contain the migration (brain drain) of healthprofessionals should be developed with participation of all stakeholders frompublic and private sectors.2. HRH Production· Restructure teaching curricula for health sciences programs to meet the realneeds of patients and local communities and to respond to the challengesfacing the Jordanian healthcare system· A national education plan for human resources for health should bedeveloped and integrated with the national health plan to bridge the gapbetween the supply and demand for health professionals.· Partnership between health education and healthcare sectors is highlyrecommended.· It is recommended that the Jordan Medical Council should initiate andorganize formal continuing medical education and re-licensing of specialist77
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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
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2. COUNTRY HEALTH SYSTEM2.1 Governa
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The United Nations Relief and Work
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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 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: 6.7 The National Observatory for HR
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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