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Future challenges for the EU health workforce

Future challenges for the EU health workforce. Katja Neubauer Deputy Head of Unit Healthcare Systems Directorate-General Health and Consumers European Commission. EU Health Workforce (8% of total EU workforce). Trends in employment in the human health sector.

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Future challenges for the EU health workforce

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  1. Future challenges for the EU health workforce Katja Neubauer Deputy Head of Unit Healthcare Systems Directorate-General Health and Consumers European Commission

  2. EU Health Workforce (8% of total EU workforce) Trends in employment in the human health sector Trends in employment in all other sectors Underlying issues Challenges Ageing population and workforce Increasing demand for health workers Change in models of care delivery (less hospital-centric, more primary care) Rise of chronic diseases and co-morbidities Shortage and unequal distribution Limited data causes fragmentation of workforce planning Mobility of health workers

  3. HEALTH PROMeTHEUS 17 countries Wismar CHALLENGE: Mobility of Health Professionals • Complex and diverse with little data • Two European research projects : Prometheus and Mobility of Health Professionals • Huge challenge for Central and Eastern European countries

  4. Turkey • Number of doctors is 50% and number of nurses 20% of the EU average. • The average growth rate is double than EU.

  5. Challenges of the futurehealth workforce • Balance specialization; • Right distribution; • Right skill mix; • Working conditions; • Manage mobility and migration; • Workforce planning

  6. WHAT CAN THE EU DO? • No strong legal competencein health policy • Promote European cooperation: • Exchange of best practice • Support European networks • Promote European research

  7. Action plan for the EU health workforce Forecasting workforce needs and improving workforce planning methodologies Share good practice on effective recruitment and retention strategies for health professionals Anticipating future skills needs in the health professions Planning Training New integrated care delivery models, New technologies Lifelong learning Attract and recruit new people, Incentive mechanisms Joint Action -2016 OECD study -2015 EU study on Continuous Professional Development -2014 EU study on recruitment and retention -2015

  8. Action Plan • Joint Action on workforce forecasting and planning • Education and training of health professionals: OECD/Commission study Improve workforce planning Anticipate skills needs Recruitment and retention International ethical recruitment

  9. Joint Action on Workforce Planning "Deciding Today for Tomorrow" Time horizon: 15 years • Short-term: planning capacity, data collection and analysis, strategy building • Medium term: influence policy on education and training, professional regulation, competence/skills

  10. Action Plan • Skills Council nursing and care: update competence profiles • Sector Skills Alliance: Europeanpartnerships between education/ training bodies and healthcare employers. • PilotNetwork of nurse educators/ and regulators: training of health care assistants • Map continuous professional development (CPD) systems and practices in the EU. Improve workforce planning Anticipate skills needs Recruitment and retention International ethical recruitment

  11. Action Plan • Social Dialogue (employers and trade unions) in the Hospital Sector: Framework Agreement of Actions on Recruitment and Retention • Mapping study of innovative and effective recruitment and retention strategies in the EU (Health Programme 2013) Improve workforce planning Anticipate skills needs Recruitment and retention International ethical recruitment

  12. Action Plan • WHO Global Code of Practice on international recruitment of health professionals • Data availability on the mobility and migration of health professionals Improve workforce planning Anticipate skills needs Recruitment and retention International ethical recruitment

  13. Summary Action Plan for EU health workforce European networks and research to assist EU Member states to share good practice: health workforce planning/forecasting better anticipation of skillsneeds recruitment and retention continuousprofessionaldevelopment international recruitment of healthprofessionals

  14. 7th Framework Programme for Research • RN4Cast – innovative forecasting methods by addressing not only volumes, but quality of nursing staff as well as quality of patient care • MoHProf – mobility of health professionals. Health, systems, work, conditions and patterns of health workers’ mobility in, from and to 25 countries at the crossroads of a major crisis. • PROMeTHEUS – mobility of health professionals • MUNROS – the impact on practice, outcomes and cost of new roles for health professionals • INTEGRATE – includes skill mix for integrated care models

  15. Conclusions • Workforce planning: key part in health care reforms and investment decisions, yet underdeveloped in EU • Skills and competences, recruitment and retention • International Dimension: WHO Global Code

  16. For further informationhttp://ec.europa.eu/health/workforce/policy/index_en.htm TEŞEKKÜRLER

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