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38 Enhancing the health workforce ADDRESSING HEALTH WORKFORCE OUTFLOW IN HUNGARY THROUGH A SCHOLARSHIP PROGRAMME By: Edit Eke, Eszter Kovács, Zoltán Cserháti, Edmond Girasek, Tamás Joó and Miklós Szócska Summary: Evidence-based interventions are key to ensuring a sufficient and sustainable health workforce and thereby ensuring a workforce available for transforming health service delivery. As health professional retention strategies are among the top priorities of the country’s national health policy agenda, Hungary has introduced a scholarship programme for resident doctors. This evidence-informed strategy appears to be reducing the outflow of Hungarian doctors. While evaluation is still pending, the country’s high level commitment to securing a sustainable health workforce is offering new graduates the opportunity to stay and practice in Hungary. Keywords: Human Resources for Health, International Health Workforce Migration, Retention Policies, HWF Data, Scholarship Programme, Hungary Acknowledgments: The authors would like to acknowledge the important contributions of Hanna Páva and Zsolt Bélteki. Hanna Páva is the Director and Zsolt Bélteki is Head of the Department at the Health Registration and Training Center, Budapest, Hungary. Edit Eke is a Consultant; Eszter Kovács is Assistant Professor; Zoltán Cserháti is a Consultant; Edmond Girasek is Assistant Professor; Tamás Joó is a Consultant and Miklós Szócska is Director at the Health Services Management Training Centre, Semmelweis University, Budapest, Hungary. Email: eke@emk.sote.hu Introduction Over the past decade, Hungary has become a source country for health professionals The impact of health workforce shortages in the European Union (EU). Estimates and health professional mobility on show that a significant proportion of health governments’ abilities to respond to professionals have migrated to other EU patient and population health needs is countries since Hungary’s accession to high on national, European and global the EU (on 1 May 2004). health policy agendas. Higher wages 3 4 Doctors in particular – who obtained their academic and better working conditions in more medical qualification as “general” medical economically developed countries attract doctors in the Hungarian graduate health qualified health professionals from education system – have expressed less developed countries. The resulting intentions to leave and work abroad. shortages of qualified health professionals 5 Although proxy indicators are available and the rapidly changing dynamics of on outflow, precise numbers are hard to health professional mobility (i.e., changing define, due to difficulties in follow-up individual motivations, legal and economic with those who actually have left Hungary. circumstances, working arrangements, It is important to understand the potential and policy frameworks) have added a layer volume and reasons for outflow to secure of complexity to securing a sustainable a sustainable health workforce and develop health workforce. 1 2 responsive policies. Eurohealth — Vol.22 | No.2 | 2016
Enhancing the health workforce 39 Table 1: Age distribution and total numbers of active doctors Age 2011 2012 2013 2014 – 24 104 108 94 113 25 – 29 2 050 2 380 2 736 3 096 30 – 34 2 483 2 460 2 455 2 468 35 – 39 2 656 2 762 2 742 2 881 40 – 44 3 036 2 968 2 792 2 820 45 – 49 3 391 3 385 3 353 3 378 50 – 54 3 908 3 872 3 757 3 725 55 – 59 4 276 4 371 4 426 4 318 60 – 64 3 258 3 452 3 603 3 913 65 – 69 2 349 2 535 2 747 2 855 70 – 1 951 2 236 2 749 3 234 Total 29 462 30 529 31 454 32 801 Source: Ref 6 Specific issues and concerns Since accession to the EU, tensions have been rising in Hungary over the public health sector budget. Salaries have been below those of the EU and Central and Eastern Europe averages 7 8 and by 2012, salaries had not risen for ten years. In 2014, the net salary of doctors working full time in the Hungarian public health care sector was 310.770 HUF (approximately €1,002) per person per month. 8 In 2011, the European Federation of Salaried Doctors rated Hungary’s salaries as the second worse in the 27 EU countries. 7 In June 2011, Hungary’s resident doctors’ monthly take-home pay was between HUF 80,000 (€258) and HUF 100,000 (€323). Financial pressures and austerity measures further strained health workforce expenditures. 9 Despite Table 2: Number of all doctors who applied for a verification certificate between 2011 and 2014 Year All applicants (including doctors with foreign nationality) 2011 1200 2012 1108 2013 955 2014 948 Source: Ref 6 the significant increases in wages in 2012 and 2013, Hungary still struggles to compete with higher western EU wages. 6 Since Hungary’s accession to the EU, recruitment has also become easier for destination countries through various strategies, i.e., direct advertizing. Licenced and practising doctors, including senior specialists, have received offers of employment from abroad without having proactively sought such opportunities. The 36/2005 EU directive on mutual recognition of medical diplomas, 10 amended by 55/2013 has further eased the mobility of specialists on a legal and practical basis. Centralized monitoring of medical doctors in Hungary In 2004, Hungary established a central health authorization office – the Health Registration and Training Center (Egészségügyi Nyilvántartási és Képzési Központ, ENKK) – to collect, manage and analyse all health workforce related data (including graduate and postgraduate health workforce specialization training data, licencing data, etc.). ENKK is also responsible for maintaining and updating national registers of health professionals and overseeing continuing professional development (CPD). In Hungary, renewal of licenses is compulsory every five years and the process is regulated. A specified number of credits – obtained for practise in health care and participation in training courses – must be collected to obtain a renewal. ENKK also provides publicly available annual health workforce status reports to the government. Between 2012 and 2014, a national IT project was dedicated especially to health workforce monitoring development. The project was led by ENKK, and its sustainability has been supported by this authority, running and updating the health workforce monitoring system. The system enables data linkages in compliance with individual data protection. In 2014, based on ENKK data (see Table 1) 21 413, i.e., 65.3% of doctors with active licenses were over the age of 45, while 1002, i.e., 30.5% were over 60 years old. Young doctors between the ages of 25 to 29, numbering 3096 in total, only accounted for approximately 9.4% of the doctors’ workforce. 6 Monitoring health workforce outflows ENKK also issues verification certificates to health professionals intending to work abroad. This allows ENKK to monitor the age, professional background and preferred destination country of applicants. These data can be used as proxy indicators for outflow, albeit with acknowledged limitations. This data cannot capture Eurohealth — Vol.22 | No.2 | 2016
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Page 7 and 8: INTRODUCTION 5 of budgetary pressur
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