新加坡卫生部：我们很需要医护人员！
2024年3月6日，新加坡卫生部高级议会秘书拉哈尤·玛赞女士在国会上关于医护人员福祉的发言。
以下内容为新加坡眼根据国会英文资料翻译整理：
卫生部高级议会秘书（拉哈尤·玛赞女士）：主席先生，让我从医疗人力资源开始。
赛义德哈伦医生指出，医护人员数量需要跟上医疗需求的增长。
我们将人口需求因素纳入医疗人力资源规划中。在过去的10年里，我们将医疗人力资源增加了约40%，并且在本地高等院校招收了与此相似规模的医疗学生，2023年共招收了3600名医疗学生。我持续地增加医疗工作人员，同时通过创新的医疗服务方式来调节需求。
为此，我们将继续与公共医疗机构和社区关怀部门合作，吸引和留住医护人员。
上个月，我们推出了挽留计划ANGEL（Award for Nurses’ Grace, Excellence and Loyalty）。这将帮助我们提升这一职业的吸引力，留住我们已有的护士。
我们正在与专职医疗人员合作，更全面地了解他们的需求，并共同实现他们职业的愿景，以制定国家联合保健战略。我们正在推进PharmForce计划，旨在研究人力资源发展，塑造药学实践以满足人口需求，促进健康，增强我们的药学人力资源的韧性，并提升该职业的能见度和认可度。
我们公共医疗系统中的运营和支持人员发挥着重要作用。我们的医疗集群已经启动了工作重新设计的计划，以增强职业价值主张，并更好地吸引和留住他们。
公共医疗机构将继续保持薪资竞争力在各方面。例如，2023年，护士、专职医疗人员和药剂师的起薪提高了高达12%。
我们最近也为社区关怀部门制定了薪资指导方针，以保持薪资的竞争力，并为求职者和该行业的工作者提供更大的透明度。这些指导方针将定期进行审查，以确保其与时俱进。我们希望这些指导方针能够帮助吸引和留住各个职位群体的工作者，包括后勤人员。
我们将继续向社区关怀组织和社区关怀部门提供资金支援，以帮助它们保持薪资竞争力。
我还强调了确保我们医疗工作者健康的重要性。我感谢洪维能先生和黄国光先生对初级医生工作量和护士休息时间的关注。
我们正在与医疗集群合作，制定措施来支持医护人员的福利和健康。对于医生来说，这将包括更清晰的工作时间指导方针，对工作流程的审查以提高效率和平衡工作量，并增强对员工的支持。由于不同医疗机构的背景不同，这些变化可能需要一些时间来实施。
为了确保护士有足够的休息时间，我们的医疗集群不再积极地安排护士按照PAPA轮班模式工作。然而，在出现操作上的紧急情况时，比如员工突然缺席，而病房需要确保值班护士的技能组合以保障病人安全时，偶尔可能会发生这种情况。当出现这种情况时，已经采取措施支持受影响的护士，比如将他们安排在当周的较短轮班上，并允许灵活调换班次。
在2023年，我们将4,000名新护士引入我们工作队伍的国家目标，因此我们可以期待情况得到改善。
此外，我们宣布了预防医护人员滥用和骚扰的三方框架，并在未来一年将发布额外的宣传活动以提高意识。
以下是英文质询内容：
: Senior Parliamentary Secretary Rahayu Mahzam.
The Senior Parliamentary Secretary to the Minister for Health (Ms Rahayu Mahzam): Mr Chairman, let me begin with healthcare manpower.
Dr Syed Harun has rightly pointed out that healthcare manpower needs to keep pace with the growing demand for healthcare.
We factor in population needs into the planning of our healthcare manpower. Over the last 10 years, we grew our healthcare manpower by about 40% and increased our local healthcare student intakes at our IHLs by a similar margin, translating to a combined intake of 3,600 healthcare students in 2023. We will continue to grow our healthcare workforce sustainably, while moderating demand through innovative ways of delivering care.
To this end, we will continue to work with public healthcare institutions (PHIs) and the community care sector to attract and retain manpower Across the board.
For nurses, we announced the Award for Nurses’ Grace, Excellence and Loyalty (ANGEL) scheme last month. This would allow us to improve the attractiveness of the profession and retain the nurses we have.
We are engaging Allied Health Professionals to better understand their needs and to co-create the vision for their professions, with a view to come up with a National Allied Health Strategy. We are working on the PharmForce initiative to look into manpower development, shaping pharmacy practice to meet population needs, promoting wellness and building resilience of our pharmacy workforce and increasing visibility and recognition for the profession.
Operations and support staff play important roles in our public healthcare system. Our healthcare clusters have embarked on job redesign initiatives to enhance the career value proposition and better attract and retain them.
Across the board, PHIs will continue to keep salaries competitive. For example, starting salaries for nurses, allied health professionals and pharmacists were increased by up to 12% in 2023.
We have done the same for the community care sector with the recent salary guidelines to keep salaries competitive and provide greater transparency to jobseekers and workers in the sector. These guidelines will be reviewed regularly to ensure that they are up-to-date. We hope that the guidelines will help attract and retain workers across all job groups, including support staff.
We will continue to provide funding to community care organisations and PHIs to support them in keeping their salaries competitive.
I also stressed the importance of ensuring the well-being of our healthcare workers. I thank Mr Ang Wei Neng and Mr Louis Ng for their concern on workload of junior doctors and rest time for nurses.
We are working with clusters on measures to support the welfare and well-being of healthcare workers, including doctors and nurses. For doctors, this will include clearer work hour guidelines, reviews on work processes to improve efficiency and workload balancing and to enhance support for staff. As the context differs from healthcare institutions, these changes may take time to effect.
On ensuring sufficient rest for nurses, our healthcare clusters no longer actively roster nurses on the PAPA shift pattern. However, this may happen occasionally when there are operational exigencies, such as when there is unplanned absence amongst staff and the ward needs to ensure the appropriate skills mix amongst nurses on duty to ensure patient safety. When this happens, measures are in place to support affected nurses, such as by rostering them on shorter shifts that week and allowing flexibility for swaps.
In 2023, we also exceeded our national target of bringing 4,000 new nurses into our workforce and, with that, we can expect the situation on the ground to improve.
Additionally, we announced our tripartite framework on the prevention of abuse and harassment of healthcare workers and, in the coming year, we will be putting out additional publicity to raise awareness.
CF丨编辑
CF丨编审
新加坡国会丨来源
新加坡国会丨图源
