Myanmar Health Forum 2015

Transcription

1 Myanmar Health Forum 2015 Development of Human Resources for Health to attain UHC Tin Tun Director (HRH Management) Department of Health Professional Resource Development and Management, Ministry of Health Professor, Department of Medical Education, DSMA & MINP MYANMAR NATIONAL HEALTH POLICY FOR HRD To produce sufficient as well as efficient human resources for health locally in the context of broad frame work of long term health development plan. MYANMAR HEALTH VISION 2030: OBJECTIVE FOR HRD To train and produce all categories of human resources of health within the country. 1

2 University/Training schools Degree Duration of Course Production/ year Medicine M.B.,B.S. 7Yrs 2200 Dental Medicine B.D.S. 6Yrs 250 Nursing B.N.Sc. 4 Yrs 450 Community Health B.Comm.H. 4 Yrs 250 Pharmacy B.Pharm 4 Yrs 300 Medical Technology B.Med. Tech 4 Yrs 240 Triditional Medicine BMTM 4 Yrs 150 Nursing TS Diploma 2Yrs Midwifery TS Diploma 2 Yrs 1200 Basic Health Staff BHS Institution Total Production HA UOCH 5674 PHS I UOCH 2412 PHS II DoPH 6387 LHV LHV training school 4371 Midwife Midwifery training schools AMW DoPH CHW DoPH

3 Total Medical Doctors 24,536 % Medical Doctors in Private Sector 61% New Medical Graduates 2,108 Total Nurse personnel 24,242 Doctors per 1000 population.41 Doctors per 1000 urban.83 Doctors per 1000 rural.24 Nurse per Nurse per 1000 capital city.82 Nurse per 1000 rural.23 Midwife per Doctor: Population = 1:2260 Doctor: Nurse= 1: health workers/ 1000 pop, Which is below WHO standard of 2.3/1000 Midwife to population ratio is 1:6000 against country s aim of 1: 4000, with 1:1 ratio of midwives to PHS Doctors Nurses Midwives PHS 2 HRH Governance, management systems and leadership Gaps: Lack of a focal section to coordinate all aspects of HRH HRH information incomplete, inaccurate,, fragmented Little information available on the private sector Areas for Investment: HRH focal unit within the MOH with clear TOR and capacity to coordinate all aspects of HRH Establish and maintain an integrated Personnel Information system Strengthen mechanisms for HR data collection, reporting, analysis 3

4 Development & Deployment Gaps: Migration - brain-drain of valuable staff No attractive remuneration. Heavy workload of midwives in rural areas insufficient sanctioned positions Inadequate incentives Inadequate living and working conditions Areas for investment: Intensify efforts to attract back qualified staff Review scope of services and job descriptions Upscale training and recruitment of Midwives and PHS extend coverage of Sub-health centers increase production and recruitment of midwives Improve incentives and logistic support. Production Areas for Investment: Gaps: Limited Capacity of the Professional Councils (Medical,Dental,Nursing &midwifery etc ) Not enough to upscale production, more is not better unless graduates are competent and productive Ineffective institutional development plan insufficient funding for universities and training institutions Develop legal framework and criteria for licensing and registration of health professions. Link Production targets to institutional capacity to provide good education, particularly exposure and practice in clinical &community settings provide adequate funding and investment in educational institutions. Strengthen the leadership, management and governance of the training institutions Develop a framework for accreditation of education institutions in keeping with ASEAN quality standards 4

5 Recent initiatives for rural retention/ transformative Health education admission to medical universities for candidates who pass the matriculation examination from remote areas and self-administered regions. special programme for nursing & midwifery training for the candidates from remote & hard to reach areas. Hardship allowance introduced Sending candidates abroad for specialty trainings including doctoral and master courses and membership programmes Overcome o o o We are trying our utmost to address pressing issues and fulfil gaps in the provision of qualified health professional where needed in our country with the kind assistance received from WHO and other UN Agencies, China Medical Board (CMB), Aus Aid, and in collaboration with universities from foreign countries including regional countries as well as European countries. This will be fostered if we can get further assistance from our development partners. We would like to invite all the development partners for direct investments in our universities and training schools as much as is possible so that we can provide qualified and professionally competent human resources in order to improve the quality of our health services. 5

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