Preliminary assessment of the second payment request of Romania

the health system. Chapter 4 of the Multi-Annual Strategy for the development of human resources in health 2022-2030 analyses the context and chapter 6 lines out the directions of actions on how to address Romania’s need for health workers and the territorial distribution disparities, as well as how to improve the working conditions of the medical personnel. The strategic framework is compliant with the 2020 Country Specific Recommendations as specified in chapter 3 and it is structured around different priorities, directions of actions and specific objectives.

The key elements on the strategic framework shall be:

• - The human resources in health – sourcing

Direction of action 6.2 of the Strategy contains the elements related to sourcing of human resources. It focuses on improving the recruitment and retention mechanisms for medical personnel and trainers in the medical field through ensuring adequate working conditions, lining out transparent recruitment criteria and the creation of a centre of excellence in health service management capacity building and a consortium of health service management experts. Moreover, Direction of action 6.3 focuses on competency-based training to update medical and pharmaceutical university education and align it with EU standards. Direction of action 6.4 puts the emphasis on existing staff and aims to improve the framework for continuous medical education, adequate post-graduate training of healthcare staff, continuous professional development, as well as planning and retention of human resources in health through offering continuous education and professional development programmes.

• - The management of human resources in health

Direction of action 6.2 of the Strategy concerns the strengthening of human resources management through regulation, retention, evaluation, and continuous development. The scope of training offers shall be increased, and a centre of excellence shall be created. The development of accreditation standards for health units, in order to implement a modern management of human resources in medical institutions is also envisaged.

• - The motivation management for human resources

Direction of action 6.2 of the Strategy includes the improvement of the working environment for healthcare workers and the adequate funding of the healthcare sector. Direction of action 6.6 includes as an additional incentive performance- and output-based wage policies. Specific objective 6.6.6 awards incentives for staff providing health services in remote areas and/or for underrepresented specialities.

• - The health workforce governance

Direction of action 6.1 of the Strategy describes in more detail how health workforce governance should be addressed. It focuses on strengthening the capacities of human resources in public institutions involved in health. This includes the creation and empowerment of a centre/directorate with responsibilities in human resources policies in the Ministry of Health. Processes in the health system shall be de-bureaucratised through the deployment and use of software in order to increase the efficiency of the workforce. The cooperation across all segments with regulators, national and local authorities should follow a patient-centred approach. Better collaboration shall be promoted on a regional, national and international level, for the development of human resources in health. This shall be achieved through updating the legislative framework for human resources in health to EU standards and according to the recommendations of the World Health Organisation, and by creating a legal framework for circular mobility of the medical personnel.

Commission Preliminary Assessment: Satisfactorily fulfilled

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