Louis J. Belton
Question:75 Mr. Belton asked the Minister for Health and Children his views on concerns that the health strategy fails to outline proposals to attract nurses back into the public health system. [30921/01]
Written Answers. - Health Strategy.
The health strategy is a blueprint to guide policy makers and service providers in achieving the vision of a future health system. Two key strands are addressed in the framework for human resources: ensuring a qualified, competent workforce to meet the changing demands of the people; and becoming an employer of choice.
In the first strand integrated workforce planning will be introduced on a national basis and the required number of extra health staff will be recruited. In order to achieve the additional numbers required, a number of initiatives are or will be undertaken. In the nursing area these include the following: 10,000 nurses will be trained over the lifetime of the strategy; the implementation of the final report on the study of the nursing and midwifery resource; the introduction of degree level education for nursing in 2002; it is also proposed to build on existing steps including the recent introduction of flexible working arrangements; payment of fees to registered nurses and midwives undertaking part-time post-registration degrees and courses in specialised areas of clinical practice; the provision of flexible return to nursing and midwifery courses for nurses wishing to rejoin the workforce and continuation of the drive to recruit from overseas; some 2,000 work authorisations/visas have been issued to nurses and midwives from abroad in the year up to June; and the development of further clinical specialist and advanced practitioner posts in nursing and midwifery within the framework of the new National Council for the Professional Development of Nursing and Midwifery.
The strategy is also committed to the promotion of best practice in recruitment and retention. In line with this policy the Office for Health Management will prepare guidelines on best practice in advertising policies and recruitment for staff of the health system. These will be circulated to all health employers. The guidelines will include guidance on induction arrangements for all staff. The Health Service Employers Agency will work with the Office for Health Management to advise employers on implementation of the guidelines.
Retention rates for the system and individual employers will be measured in order to benchmark minimum standards and set targets for reducing turnover rates. Health service employers will be encouraged to adopt innovative approaches to job design. Initiatives such as flexible working and training, arrangements for atypical working hours and specific family-friendly approaches will be aimed at meeting the needs of health service workers and their families as well as the efficiency of the service. The chief nursing officer has convened a group to prepare guidance for best practice on recruitment of overseas nurses and midwives. This document will be published shortly.
In the second strand, the strategy includes a commitment to develop the human resource function in the health system by December 2002. A detailed action plan for people management will also be developed by October 2002 which will provide a clear roadmap for action over the next five to seven years. This plan will seek to ensure that the health service has the right people with the right competencies in the right numbers, organised and managed in the right way, to deliver the goals and objectives of the health strategy.