Trevor Sargent
Question:73 Mr. Sargent asked the Minister for Health and Children the measures which are in place and planned to address the way in which expansion in the health service is to be staffed. [25379/01]
Written Answers. - Health Service Staff.
In the year ended 31 December 2000, in excess of 8,000 WTEs were added to the health service. This demonstrates that boards have developed the capability to recruit large numbers of people. The success is the culmination of a range of recruitment and retention programmes, aimed at addressing issues in all the key areas of medical, nursing and paramedical grades. The programmes are designed to meet current demands, and also develop the capacity of the system for the future.
I have developed a series of nurse recruitment and retention initiatives at a total cost of some £11 million. These include a new scheme of flexible working arrangements from 1 February 2001, under which nurses and midwives may apply to work between 8 and 39 hours per week on permanent part-time basis; abolition of fees and payment of salary to nurses and midwives undertaking back-to-practice courses in return for a commitment to rejoin the public health service; funding of all higher diploma and certificate courses in specialised areas of clinical practice; payment of fees and full salary to nurses-midwives undertaking specific courses in specialised areas of clinical practice in return for a work commitment to work in the particular area for a period of one year following completion of the course; a new scheme of financial support – £,6000 grant; 7618 – for State enrolled nurses – SENs – working in the Irish health service wishing to undertake nursing conversion programmes in the United Kingdom. SENs must commit to working as nurses here following registration with An Bord Altranais.
The Government has introduced a new working visa/work authorisation scheme to facilitate the recruitment of nurses from non-EU countries. Since the scheme came into operation in June 2000, more than 2000 visas-authorisations have been issued. This initiative is helping to address the current shortage of nurses, and health service employers are actively seeking to recruit at least a further 1,200 nurses from abroad.
Increasing the number of training places is a key element of my overall strategy for ensuring a sufficient supply of nurse for our health services into the future. Since 1998 the number of training places available nationally has been increased by more than one third to its present level of 1,547. I am developing plans for the creation of even more training places next year.
Retention initiatives for medical personnel include the significant improvements in the employment conditions of non-consultant hospital doctors – NCHDs. Specific recruitment initiatives include recruitment drives in Pakistan and India, promoting the Irish health system in Austria and recruitment and exchange programmes in New Zealand and Australia. Domestically there has been further development of relationships with Government agencies such as FÁS to assist on recruitment. Links have also been created with medical and training colleges overseas, with a view to attracting more people to the Irish health service.
Peter Bacon's report on various paramedic grades will form the basis of a structured approach to long-term workforce planning for these grades. Further developed relationships with third level institutions is resulting in additional place being made available on courses. There are active co-ordinated overseas recruitment drives. Boards provide both information on the incentives to available prospective employees. Ongoing implementation of the expert group on various health professionals is assisting in both recruitment and retention of staff, by enhancing the attractiveness of employment in the Irish health service.