Indonesia

Decentralization in 2001 gave district governments in Indonesia direct authority in prioritizing sectors for development. Human Resources for Health (HRH) planning has been largely in the hands of regional governments resulting in diverse funding for, and attention to HRH challenges in the regions. This is reflected in the inequitable distribution of physicians, which range in density from 10.36 per 100,000 population in Lampung Province to 53.89 per 100,000 in North Sulawesi Province (Indonesia Health Profile 2008, DEPKES (MoH) 2010).

In addition to the problem of inequitable distribution of health workforce, other HRH challenges relate to:

  • planning, recruitment, and retention of health workers in the face of increasing demand for HRH from neighboring countries;
  • quality of care related to lack of oversight and effective licensing, particularly in the private sector. The vast majority of public sector health workers have second jobs in the private sector because of inadequate wages in the public sector (Rokx, et al., 2010).

The MoH’s strategies include:

  • increasing the budget for HRH;
  • encouraging collaboration amongst different agencies and public/private sectors;
  • introducing a program for new graduates requiring 6 months of mandatory service in a remote area which increased the numbers of health workers in remote areas, facilitated easier access to specialist education and included a lucrative payment schedule; and
  • a more recent program allowing health workers on central and local contracts who met a minimum set of criteria the opportunity to convert to permanent civil service status.

The current Strategic Plan of the Ministry of Health (MoH) 2010-2014, includes HRH development as one of the top 8 priorities in health development, including HRH planning and management, trainings, registration and certification, and technical support for an HRH development program (Indonesia: Establishing an HRH Coordination Process and Structures, the Alliance, 2010).

COUNTRY COORDINATION AND FACILITATION (CCF) IN INDONESIA:

CCF phases’ description and recommendations

Click on graph to read more about the CCF phases

With the catalytic support from the Alliance with the GIZ grant, Indonesia has launched the country coordination and facilitation (CCF) process, establishing 3 level structures: an Oversight Body, an Executive Board, and an HRH Production Working Group, as well as a Secretariat to implement the collaboration efforts (CCF Case Study Indonesia, the Alliance, 2010).

As a result of the CCF process, Indonesia has reported a functioning HRH information system and the presence of donor support for its HRH development needs. The country has developed the an evidence based HRH plan named as the ‘National HRH Plan Year 2011-2025, and the Action Plan on the Development and Empowerment of HRH (year 2010-2014)’.through engagement of the key stakeholders.

Indonesia has made a substantial move in the implementation of the Global Code of Practice for recruitment of health Personnel for the Center for Planning and management of HRH has been appointed as the focal point and developing guidelines for Indonesian health workforce working abroad and for foreign workers to Indonesia.

Through the CCF process, Indonesia is able to mobilize additional resources for HRH (Annual Report on CCF in Indonesia, the Alliance, 2010)

HEALTH WORKFORCE DATA

HUMAN RESOURCES FOR HEALTH PLAN

HEALTH SECTOR STRATEGIES / PLANS

COUNTRY CASE STUDIES AND OTHER DOCUMENTS


ALLIANCE MEMBERS WORKING IN INDONESIA

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KAMPALA DECLARATION AND AGENDA FOR GLOBAL ACTION PROGRESS

KD/AGA Progress Graph Indonesia

COUNTRY MAP:

STATISTICS:

Total population: 229,965,000
Gross national income per capita (PPP international $): 3,600
Life expectancy at birth m/f (years): 66/71

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