HOSPEEM-EPSU Framework of Actions “Recruitment and retention”

Staff recruitment and retention are key issues in hospitals and healthcare. For this reason, HOSPEEM and EPSU, the EU-level social partners in the healthcare sector agreed, on 17 December 2010, a framework of actions (read press release). This agreement constitutes an important basis for social partners at European and national level to develop concrete action to tackle staff shortages and qualification needs now and in the future.

The key topics of the framework of actions are:

  • supporting the recruitment and retention of workers;
  • improving work organisation;
  • developing and implementing workforce-planning mechanisms;
  • encouraging diversity and gender equality in the health workforce;
  • promoting initial training, lifelong learning and continuous professional development;
  • achieving the safest possible working environment.

For each topic, the framework sets out a number of principles and aims along with actions to be taken by the sectoral social partners.
Download the framework of actions: ENFRDE, ES, SV, BG, CZ, FIN, IT, PL

Follow-up (as of October 2014):
In their framework of action, HOSPEEM members and EPSU affiliates committed to implement initiatives and measures aimed at recruiting and retaining staff along the lines of the priorities set out in the agreement.
On 25 June and 1 October 2014, on the occasion of the second and third working group meeting of the Sectoral Social Dialogue Committee of 2014, several presentations were given about the actions taken by social partners in the following countries:

Mechanisms to access the labour market: jobs for the future and generation contract (Les dispositifs d’insertion: les emplois d’avenir et le contrat de génération), Olga Ville and Sylvie Amzaleg FEHAP / HOSPEEM France, 1 October 2014
The response of NHS Employers to current retention challenges faced by NHS England, Steven Weeks, NHS Employers / HOSPEEM UK, 1 October 2014
The recent challenges for the recruitment and retention of workers in the hospital sector in Italy and the response of the Italian government, Marta Branca and Elvira Gentile, ARAN / HOSPEEM Italy, 1 October 2014
Challenges in the leadership in health and social sector, Kirsi Sillanpää, Tehy / EPSU Finland, 1 October 2014
Austrian joint contribution on follow-up to HOSPEEM-EPSU Framework of Actions, Ulrike Neuhauser, KAV / HOSPEEM Austria, Karl Preterebner and Willibald Steinkellner, GdG-KMSfB and Vida / EPSU Austria, 1 October 2014
Continuous Professional Development (CPD) for nurses and midwives in Cyprus, Zoyia Antoniou, PASYDY / EPSU Cyprus, 25 June, 2014

HOSPEEM and EPSU will also produce a report collating case studies from their own members.
The examples of existing/good practice will refer to strategies and measures agreed and implemented by the social partners themselves (also by means of collective agreements) or involving them (also including material developed by national affiliates/members for the use of their own members), and also legislation and government policies carried out in cooperation with social partners.

Further material and information provided by HOSPEEM member:

NHS:

Recruitment of young people via employment programmes
Retaining staff through good employment practices
Apprenticeship and traineeship programmes
Ageing workforce
“Nurse Back to Practice” programme
Social partnership forum
(Data on trends staff numbers in the NHS can be found via the Health and Social Care Information Centre monthly statistics)

CLAE:
Longer careers with the job life cycle model – guide to designing an age plan

 

 

HOSPEEM-EPSU Joint Work Programme 2014-2016 for the European Sectoral Social Dialogue in the Hospital Sector

At the last meeting of the Sectoral Social Dialogue Committee for the Hospital Sector in 2014, HOSPEEM and EPSU reached a final agreement of the Joint Work-Programme 2014-2016. The two broad thematic priorities that will lead the joint work of HOSPEEM and EPSU in the three years to come are occupational health and safety, and recruitment and retention of healthcare workforce.

Each theme is developed into specific objectives with clear deliverables and timeline. The planned activities and projects laid down in this document are also guided by transversal priorities agreed by HOSPEEM and EPSU so far. The final version of the HOSPEEM-EPSU Joint Work Programme 2014-2016 is now available.

Download the document – EN
Download the document – FR
Download the document – DE
Download the document – ES
Download the document – SV

 

 

A new book sheds light on health professional mobility in a changing Europe

Published by the European Observatory on Health Systems and Policies this new book sheds light on health professional mobility in Europe. As health professional mobility is growing in importance, relevance and complexity, new insights and tools to understand it, measure it and manage it are needed. The aim of this 2nd volume is to provide just this by focusing on the changing dynamics, mobile individuals and diverse responses. The book’s 16 chapters are written to inform the ongoing policy processes and enrich debates between decision-makers and observers across countries, sectors and disciplines.

“Health professional mobility in a changing Europe. New dynamics, mobile individuals and diverse responses” PROMeTHEUS volume II – Edited by James Buchan, Matthias Wismar, Irene A. Glinos and Jeni Bremner, the European Observatory on Health Systems and Policies, 2014

To download the book for free click here

HOSPEEM Study Visit to Latvia, Lithuania and Estonia in March 2014

In line with the priority of strengthening the cooperation within HOSPEEM membership, it is a pleasure to inform you that at the beginning of the spring a HOSPEEM study visit to Latvia, Lithuania and Estonia gave a unique opportunity to visit members’ organizations and their associated organizations there. This was an occasion to meet with hospital managers, trade unions and government representatives, to hear about their priorities and challenges as well as having a fruitful exchange on EU topics.

Very impressive was to observe the level of innovation and research applied in the healthcare structures of the three countries, although at a different speeds resulting from available budgets. At the same time it was also particularly striking to hear how in an integrated Europe major threats to healthcare systems still exist. Referring here to Latvia, where political instability and major budget cuts due to the economic crisis since 2009 have very negative effects on hospitals, health workers and patients, endangering even basic access to healthcare services.

On top of this a major problem common to Baltic systems remains the brain-drain of high qualified and skilled health professionals which poses a serious challenge to the training performance and the sustainability of health systems. Ethical international workforce recruitment and retention is one of the issues identified as HOSPEEM’s priority since its foundation and this is one of the areas where our organisation can have a major positive impact. What we are doing in this field is of a primary importance for the sustainability of our health systems and we will be able to achieve only by keeping on working together

HOSPEEM thanks Jevgenjis Kaleis, Sigitas Griskonsis, Urmas Sule as well as their board and staff members for the warm welcome and the fruitful exchange which HOSPEEM will treasure for keeping on promoting and representing members’ interests at European level.

 

 

 

Social Partners signed a Framework of Actions on Recruitment and Retention on 17 December 2010

Press Communication

This framework constitutes an important basis for social partners at European and national levels to develop concrete action to tackle staff shortages and qualification needs now and in the future.

Our framework shows that social partners can produce practical results that will improve health care delivery in the interest of patients, health care providers and workers. To have the right workforce planning mechanisms in place is key from an employers’ perspective in the health and hospital sector. Innovative workplace designs can be supported by ICT-instruments, actively involving the healthcare workforce and their representatives.” says Godfrey Perera, HOSPEEM Secretary General.

The chief executive of HOSPEEM also warned against short-sighted cuts in health expenditure in the context of the current crisis. “It not only takes a long time to train qualified staff, but also requires the necessary resources. We therefore should deal carefully with these resources.”

Our healthcare systems cannot function properly without a well-trained and motivated workforce. Their contribution must be recognised also in their terms and conditions of work,” stresses Carola Fischbach-Pyttel, EPSU General Secretary. She underlines the added value of facilitating full-time work and integrating fix-term and agency workers into the regular workforce. “This objective we need to pursue over time through concrete steps. We see it as our task to make the healthcare and hospital sector an attractive workplace for women and men. We therefore need measures for improved work-life balance in the sector.”

The social partners have agreed to develop joint model initiatives, supported also by the collection of case studies and good practice.

They also committed themselves to jointly monitor relevant European legislation and policies and to embark on follow-up action on the implementation of the Code of Conduct on Ethical Cross-border Recruitment and Retention in the Hospital Sector.

Download Press Communication

Cross-border recruitment and retention: HOSPEEM-EPSU code of conduct

The European Federation of Public Service Unions (EPSU) and the European Hospital and Healthcare Employers’ Association (HOSPEEM) have jointly signed a code of conduct on ethical cross-border recruitment and retention.

Through the code of conduct the European social partners in the hospital sector want to address inequalities and unnecessary burdens on healthcare caused by unethical recruitment practices. With this agreement they establish in the European hospital sector social dialogue a full commitment to promote ethical recruitment practices at European, national, regional and local level.

The choice of the world health day 2008 as the date for the official signature of the agreement is not casual. The cross-border movement of healthcare professional is indeed an increasingly expanding phenomenon that clearly goes beyond European borders. With that global scope in mind, the European social partners wish that the code becomes a source of inspiration inside and outside Europe’s borders and remind that, in addition to European and national legislation and collective agreements, the already existing ILO-conventions in this field should be taken into account, when looking for an appropriate framework to support ethical recruitment and retention practices.

The Secretary General of EPSU, Carola Fischbach-Pyttel, added that, “Healthcare services are an essential part of the European Social model, therefore all relevant actors must be committed to their fair and effective functioning. The contribution of health care workers to good quality healthcare is essential. Social Partners therefore need to address the various challenges different countries are experiencing in terms of health workers shortages and the reasons why healthcare workers decide to migrate. Strategies which promote adequate workforce supply in all countries should be supported. EPSU and HOSPEEM want to encourage, and as far as possible contribute to, the development and implementation of policies at local, national and European level with the purpose to enhance work force retention”.

The Secretary General of HOSPEEM, Godfrey Perera stated that, “The promotion of ethical recruitment practices all over Europe clearly calls for a multifaceted strategy, including not only social partners but also governments, regulatory and professional bodies and other relevant stakeholders at local, regional national and European level. However, with the present agreement European social partners also want to firmly commit to their own responsibilities. For instance, when using the services of external agencies only those with demonstrated ethical recruitment practices should be used for cross-border recruitment. In case exploitative practices occur, these agencies should be removed from agreed lists”.

The code of conduct is based upon 12 key principles and commitments:

  1. High quality health care, accessible for all people in the EU
  2. Registration and data collection
  3. Workforce planning
  4. Equal access to training and career development
  5. Open and transparent information about hospital vacancies across the EU
  6. Fair and transparent contracting
  7. Registration, permits and recognition of qualifications
  8. Proper Induction, Housing and standards of living
  9. Equal rights and non-discrimination
  10. Promoting ethical recruitment practices
  11. Freedom of association
  12. Implementation, Monitoring and Follow-up

Background

The launch of the European Social Dialogue in the Hospital Sector in September 2006 was a crucial step in the development of industrial relations in Europe, as it gave the recognized social partners EPSU and HOSPEEM the possibility to take joint actions in the field of human resources, employment and social policies by using the social dialogue instruments. It also gave employers and workers both jointly and individually the possibility to give direct formal input on EU polices affecting the hospital sector and its workers. As employers’ and workers’ representatives we (the social partners) also want to take up our responsibilities as European social partners according to the provisions of article 138 of the European Treaty. Policy initiatives on the field of cross-border health care have many social aspects and will affect management and labour. FULL TEXT: HOSPEEM-EPSU Code of conduct – EN

The document will be soon available in 13 languages  :
HOSPEEM-EPSU Code of conduct – FR
HOSPEEM-EPSU Code of conduct – DE
HOSPEEM-EPSU Code of conduct – BG
HOSPEEM-EPSU Code of conduct – CZ
HOSPEEM-EPSU Code of conduct – ES
HOSPEEM-EPSU Code of conduct – FIN
HOSPEEM-EPSU Code of conduct – HU
HOSPEEM-EPSU Code of conduct – NL
HOSPEEM-EPSU Code of conduct – PL
HOSPEEM-EPSU Code of conduct – ROM
HOSPEEM-EPSU Code of conduct – RU
HOSPEEM-EPSU Code of conduct – SV

Example for the use and implementation of the EPSU-HOSPEEM Code of Conduct on Ethical Cross-border Recruitment and Retention from The Netherlands:

This table has been elaborated by NVZ (employers), ABVAKABO FNV, NU 91, CNV Publieke Zaak and FBZ (employees) to promote the implementation in The Netherlands : Table Dutch State of Play – EN , Table Dutch State of Play – NL

This presentation by Dutch social partners in the hospital sector describes the transposition of EPSU-HOSPEEM Code of Conduct on Ethical Cross-border Recruitment and Retention (2008) in The Netherlands: Slides by Elise Merlijn, ABVAKABO FNV, Rolf de Wilde, NU’91 and Tjitte Alkema, NVZ, 1 July 2011 – EN

Report on use and implementation of the EPSU-HOSPEEM Code of Conduct on Ethical Cross-border Recruitment and Retention (2008)

The document was adopted in the meeting of the Sectoral Social Dialogue Committee for the Hospital Sector working group 3/2012 on 5 September 2012 by EPSU and HOSPEEM. Final Report Use and Implementation – EN

Other related documents – WHO Code of Practice on the International Recruitment of Health Personnel:

The World Health Organisation Code of Practice was unanimously adopted by the 63rd World Health Assembly in May 2010: WHO Code of Practice (2010) and User’s Guide (2011)

Documents on the implementation of the WHO Global Code of Practice on the International Recruitment of Health Personnel :