Page 7 - Manpower_Report2021_200524_eng
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Our study

                  •   Our study aims to better understand factors that facilitate or hinder qualified non-locally trained doctors to enter and
                      continuously provide services in our system. More specifically, we interviewed non-locally trained doctors practising in
                      Hong Kong to obtain: i) qualitative data from semi-structured interviews and ii) quantitative data from surveys. Our study
                      also encompasses findings from a review of policies related to registration requirements and training opportunities of non-
                      locally trained doctors in different jurisdictions.
                  •   Quantitative and qualitative findings reveal that non-locally trained doctors are facing barriers to excel in Hong Kong at all
                      qualification levels in their medical career. We put forward six key recommendations and 22 detailed suggestions on how
                      these barriers could be overcome. Recommendations have important implications for health workforce planning in Hong Kong.

                                               Hong Kong must strengthen its governance and strategic vision in health workforce
                     RECOMMENDATION 1
                  Across the world, governments employ a range of levers that align with and facilitate the achievement of the strategic goal to
                  ensure doctor supply sufficiency, often considering the role of non-locally trained doctors. Levers range from adjustment of visa
                  arrangements in the United Kingdom (UK) to instilling flexibility with registration requirements (such as the list of acceptable
                  primary qualifications) in Singapore. While there is no one-size-fits-all solution, the Hong Kong Government needs to enforce
                  strategic oversight and streamlined coordination between relevant parties to capitalise on the contribution of non-locally trained
                  doctors towards ensuring doctor supply sufficiency.

                  To achieve this, Hong Kong needs to accurately size its doctor shortage and implement replacement strategies effectively.
                  Being a key employer of doctors in Hong Kong, the HA should publicly disclose attrition details of doctors, especially senior
                  grade doctors, and how vacant positions are filled on a regular basis to make sure vacant positions could be replaced in a
                  timely manner. The years of experience of outgoing and of the corresponding replacement doctors should also be disclosed
                  regularly. In addition to spearheading and coordinating strategic plans for recruitment efforts that require streamlining synergy
                  between relevant parties including the HA and the Hong Kong Academy of Medicine (HKAM; or referred to as the Academy),
                  we recommend the Government to mandate additional headcount for the HA and Department of Health (DH) in accordance
                  to projected doctor shortfalls as calculated in the FHB Healthcare Manpower Projection (2020) for the global recruitment of
                  doctors with either local or non-local qualifications based on merit to relieve respective doctor shortages. Additional funding
                  should be conditional on the successful fulfilment of these headcounts. In particular, the HA should target global recruitment
                  efforts to fill posts across all ranks, from Resident Trainee to Associate Consultant and Consultant posts. Furthermore, to ensure
                  that there is a sufficient supply of specialists in Hong Kong to meet population health demands, the HKAM should ensure that
                  accreditation and recognition criteria for all non-local specialist qualifications are clearly disclosed to facilitate the process of
                  hiring non-locally trained specialists to fill Hong Kong’s doctor shortage gap.

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