• Globalisation-migration-internal and external
• Migration not unique to SA- UK, Australia, Canada
• Government to government agreements and MOUs - UK, Cuba
• Commonwealth ethical recruitment
• Repatriation of professionals in diaspora

• Cuban Drs' opting out, litigation
• Policies needing review-VSP, Job evaluation systems
• Remunerations for professionals
• Push factors
• Lack of reliable information

• NDOH at the National Health Summit held 2-3 DEC 2004 promised that a strategic framework for a HR Plan
• Endorsement of HR strategy framework by cabinet
• Approved basis upon which the HR Plan will be developed
• Launched by the Minister
• Stakeholder briefings already held with Training Institutions- nurse educators, organised labour and professional associations, statutory councils
• Employer caucus, DOL, HW5ETA, SAMS

• Inputs to be in by 15/9/05
• Discussions with OPSA, DOE, Councils, Treasury
• Capacity issues, funding challenges, policy reviews, remuneration reviews
• Hospital revitalisation program to improve working environment
• Decision by NHC to open nursing colleges to increase production of nurses to avert nursing crisis

• Breeding of own stock and not relying on imported professionals

HR STRATEGY FRAMEWORK PILLARS

• Strengthen production at higher education level
• Secure and further develop the quality of academics- value our producers
• Ensuring quality in further education-accreditation of providers
• Support the HWSETA to meet the disproportional demands

COMMUNITY HEALTH WORKERS

• HR tasked at the 2003 CHW legkotla held in Durban to develop a unified training program based on unit standards
• Also to look into regulation of this cadre
• Community Care Giver program based on unit standard in place
• CHW NQF level 4 will be in place by January
• Juta publishers working with NOCH to produce training materials for CCG level 3
• CHW conference held in Qwaqwa in June 2005

COMMUNITY HEALTH WORKERS

• Work on regulation continuing
• Challenge of varying stipends, scopes of practice blurring
• Single purpose cadres integration
• Implementation of the CHW policy framework
• Large pool of workers not coordinated
• Mushrooming of training providers not accredited HBC being marketed as pre nursing course

COMMUNITY HEALTH WORKERS

• Working together with partners like SANO to sort out challenges highlighted above Will be a process- cannot be corrected overnight
• Career pathing of younger CHWs’
• Older experienced carers who have been volunteering 80:20 ratio makes the programme very resource demanding

• One knock approach
• Comprehensively trained Co-ordination at home community level