Health Professionals' Competency Assessment and Licensing Directorate, Ministry of Health Ethiopia, Addis Ababa, Ethiopia.
Johns Hopkins Program for International Education in Gynecology and Obstetrics, Addis Ababa, Ethiopia.
Hum Resour Health. 2022 Aug 19;20(1):62. doi: 10.1186/s12960-022-00757-6.
Evidence suggests that not all human resource departments have hired their facility staff based on federal licensing standards, with some hiring without an active license. This is common in some, if not all, parts of the country. The paucity of healthcare experts, high turnover rates, employee burnout, and challenges in training and development issues were all key recruiting challenges globally.
To assess the practice of health professionals' licensing and its predictors among hiring bodies in Ethiopia, March 24/2021-May 23/2021.
A cross-sectional study was conducted in privately and publicly funded health facilities throughout Ethiopia. For each region, a stratified sampling strategy was utilized, followed by a simple random sampling method. Documents from the recruiting bodies for health professionals were reviewed. A pretested structured questionnaire and document review tool were used to extract data confidentially. A descriptive analysis of the basic hiring body characteristics was conducted. Hiring body characteristics were analyzed in bivariate and multivariate logistic regression to identify factors associated with best health professionals licensing practice. Data management and analysis were conducted with Epi-Data version 4.4.3.1 and SPSS version 23, respectively.
The analysis included 365 hiring bodies and 4991 files of health professionals (1581 from private and 3410 from public health organizations). Out of 365 hiring bodies studied, 66.3% practiced health professional licensing. A total of 1645 (33%) of the 4991 professionals whose files were reviewed were found to be working without any professional license at all. Furthermore, about 2733 (55%) have an active professional license, and about 603 (12%) were found to work with an expired license. Being a private facility (adjustedOR = 21.6; 95% CI = 8.85-52.55), obtaining supervision from a higher organ (adjustedOR = 19.7; 95%CI: 2.3-169.1), and conducting an internal audit (adjustedOR = 2.7; 95% CI: 1.15-6.34) were predictors of good licensing practice.
The licensing of health practitioners was poorly practiced in Ethiopia as compared to the expected proclamation of the country. A system for detecting fake licenses and controlling revoked licenses does not exist in all regions of the country.
有证据表明，并非所有人力资源部门都按照联邦许可标准招聘员工，有些部门在没有有效执照的情况下招聘员工。这种情况在全国一些地区甚至所有地区都很常见。医疗保健专家的短缺、高离职率、员工倦怠以及培训和发展问题的挑战都是全球招聘的主要挑战。
评估 2021 年 3 月 24 日至 2021 年 5 月 23 日期间，埃塞俄比亚招聘机构的卫生专业人员执照发放情况及其预测因素。
本研究在埃塞俄比亚的私营和公共资助的医疗设施中进行了一项横断面研究。对每个地区，采用分层抽样策略，然后采用简单随机抽样方法。审查招聘卫生专业人员的机构的文件。使用经过预测试的结构化问卷和文件审查工具来机密地提取数据。对基本招聘机构特征进行描述性分析。使用双变量和多变量逻辑回归分析招聘机构特征，以确定与最佳卫生专业人员执照发放实践相关的因素。数据管理和分析分别使用 Epi-Data 版本 4.4.3.1 和 SPSS 版本 23 进行。
分析共纳入 365 个招聘机构和 4991 名卫生专业人员的档案（1581 名来自私营机构，3410 名来自公共卫生机构）。在所研究的 365 个招聘机构中，66.3%的机构实行卫生专业人员执照发放制度。在审查的 4991 名专业人员中，共有 1645 名（33%）专业人员在没有任何专业执照的情况下工作。此外，约 2733 名（55%）专业人员有有效执照，约 603 名（12%）专业人员的执照已过期。私立机构（调整后的比值比 = 21.6；95%置信区间 = 8.85-52.55）、接受上级机构监督（调整后的比值比 = 19.7；95%置信区间：2.3-169.1）和进行内部审计（调整后的比值比 = 2.7；95%置信区间：1.15-6.34）是良好执照发放实践的预测因素。
与该国的预期规定相比，埃塞俄比亚的卫生从业者执照发放实践情况较差。在该国所有地区都没有建立检测假执照和控制吊销执照的制度。
