The document summarizes the development and application of a workforce planning model in Egypt. It outlines the need to better plan health workforce distribution given reforms. An adapted WHO model (WISN) was used to determine staffing requirements based on workloads and activity standards at hospitals. The results showed surpluses and gaps in staffing across specialties, hospitals, and governorates. Next steps include expanding the model to primary care and other sectors to better inform training programs and workforce planning.

1. WORKFORCE PLANNING June 2011 Amr Fouad Training & Research Sector Ministry of Health & Population

3. Human Resource in Egypt

4. Why Egypt?

6. Development and Application of Workforce Planning Model in Egypt

9. Why the WISN Model?

10. Traditional Methods vs. WISN Model

11. WISN Results in two Fifty-bed Hospitals Source: S. Ozcan et al. 1998. Determining hospital workforce requirements: a case study. Human Resources for Health Development Journal (HRDJ) Vol. 3 No. 3

13. Expert Opinion Panel Local Labor/HR Laws Facility Records 1. Clinical & nonclinical activities of heath workers (e.g., “Outpatient exam., admin., training”) 2. Activity standards (Time per activity) 3. Total available working hours 5. Actual workload or annual service volume (e.g., ”no. of patients , surgeries, admission, ..”) 4. Standard workload 6. Staffing Needs or Number of Workers Required (R) 8. Workforce Ratio 7. Workforce Gap Workforce Planning Model in Egypt

15. Activity Standards: Example

17. Example of Standard Workloads

19. What Does the Model Measure?

20. What is WP Model can Do?

22. Build MOHP Capacity in WP (Taskforce & Governorate Teams)

23. Build MOHP Capacity (Hospital Teams)

24. Build MOHP Capacity (Data Entry Training)

25. Build MOHP Capacity (Data Verification OJT)

26. Set Activity Standards

30. Current Staff Profile Staff Composition

31. Current Staff Profile Hospital Staff Flow (Percent Gain and Loss)

32. Current Staff Profile Registered vs. Actually Working Staff

33. Current Staff Profile Retirement: Staff Distribution by Age

34. Current Staff Profile Years of Experience of Hospital Staff Least Experience

35. Workforce Gap Analysis Results

37. Physicians’ Gap Analysis

38. Physicians Gap Analysis across Hospitals in Gharbia Governorate

39. Nurses’ Requirements by Specialty

40. Other Staff Requirements Staff Type Current Required GAP Ratio Dentists 92 45 47 2.0 Pharmacists 287 117 170 2.5 Admin Staff 1707 1128 579 1.5 Medical Technicians Dentistry 73 10 63 7.3 Lab. 107 49 58 2.2 Radiology 221 16 205 13.8

42. Conclusions An effective, valid workforce planning model was developed for the Egyptian context. The model quantified the magnitude of staff imbalances by governorate, specialty, and staff category. Implications Policies are needed to close the gaps observed between the need for and supply of health workers for all levels of service provision.

43. Thank you