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National Health Workforce Strategy Overview

The document outlines a series of questions and correct answers related to the National Health Workforce Registry and the National Human Resources for Health Master Plan. It covers topics such as health workforce strategies, HRH supply and demand, scholarship programs, and the roles of various agencies in health education and workforce management. Each question emphasizes key aspects of health workforce development and the implementation of Universal Health Care policies.

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0% found this document useful (0 votes)
24 views3 pages

National Health Workforce Strategy Overview

The document outlines a series of questions and correct answers related to the National Health Workforce Registry and the National Human Resources for Health Master Plan. It covers topics such as health workforce strategies, HRH supply and demand, scholarship programs, and the roles of various agencies in health education and workforce management. Each question emphasizes key aspects of health workforce development and the implementation of Universal Health Care policies.

Uploaded by

RHU Urbiztondo
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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MODULE 8 UHC

Question 1
The National Health Workforce Registry will be developed in phases. The first phase will focus on the
following data:
The correct answer is:
Health Professionals currently employed within and outside the health sector

Question 2
The localization of the National HRH Master Plan requires the following:
The correct answer is:
All of the above are required.

Question 3
The local health systems maturity levels mandate that the following minimum strategies be
integrated into the local investment plan for health, EXCEPT:
The correct answer is:
Mechanism for certifying primary care health workers in primary care facilities

Question 4
The number of years that scholars shall render return service, as prescribed under the Universal
Health Care Act and its implementing rules and regulations:
The correct answer is:
Three (3) full years within 1 year upon graduation or after acquiring eligibility to practice

Question 5
The following are among the target outcomes of the National Human Resources for Health Master
Plan:
The correct answer is:
All of the above are correct.

Question 6
The following statements are TRUE in the transition of reorientation of health education curricula:
The correct answer is:
All of the above are correct.

Question 7
The following describe the HRH movement from the educational sector to the labor market based on
the Health Labor Market Framework, EXCEPT:
The correct answer is:
Entry to the health workforce by employment as a clinician in the health sector

Question 8
The following statement is true regarding the National Health Workforce Support System:
The correct answer is:
While LGUs are unable to hire the required health care professionals and health care workers based
on standards, they shall be eligible to receive deployment augmentation from the NHWSS.

Question 9
The following statement is true regarding redeployment of HRH under the National Health Workforce
Support System:
The correct answer is:
Health responses due to man-made emergencies such as armed conflicts may also call for the
redeployment of HRH by CHDs/MOH-BARMM.

Question 10
The following statement is false regarding the hiring and deployment of HRH under the National
Health Workforce Support System:
The correct answer is:
The provision of Magna Carta benefits, on top of the basic salary received by all deployed HRH, shall
be subject to the availability of funds under the HRH Deployment line item.

Question 11
The best choice for prioritization in terms of HRH augmentation based on the criteria enumerated in
the Guidelines on the Deployment of HRH under the National Health Workforce Support System
(Administrative Order 2020-0038):
The correct answer is:
LGU A with 8 GIDA barangays, is doctorless, and is a 5th class municipality

Question 12
The following statements are true regarding National Health Workforce Registry:
The correct answer is:
All of the above are correct.

Question 13
The following key results areas encompass the cross-cutting areas of HRH management and
development, EXCEPT:
The correct answer is:
KRA 2: Health Education Strengthening and Regulation

Question 14
The selection of partner Higher Education Institutions for the scholarship program is based on the
following criteria:
The correct answer is:
Presence of a culture of service, nation-building, and integrity

Question 15
The following are strategies to reorient the health education curricula towards primary health care:
The correct answer is:
All of the above are correct.

Question 16
This strategy refers to the shift of approach towards prioritizing primary health care over the curative
or “hospitalist” approach in the trainer development programs of higher education institutions and
training institutions:
The correct answer is:
Faculty Development

Question 17
The following are sources of information on HRH needs:
The correct answer is:
Only A and B are correct.

Question 18
The effectiveness of the National Health Workforce Support System shall be evaluated in terms of the
following, EXCEPT:
The correct answer is:
Attainment of the Millenium Development Goals

Question 19
To determine the HRH gap, the following formula is applied:
The correct answer is:
HRH Demand - HRH Supply = HRH Gap

Question 20
The expansion of scholarship programs for health professions shall be prioritized based on the
following, EXCEPT:
The correct answer is:
HRH needs based on poverty incidence

Question 21
DOH and PRC are mandated to set up the National Health Workforce Registry. The specific data needs
of such Registry include the following:
The correct answer is:
Current number of practitioners and location of practice

Question 22
The following are the principles adopted in the National Human Resources for Health Master Plan,
EXCEPT:
The correct answer is:
Prescriptive rather than strategic

Question 23
The following statements are true regarding strategies and actions that can be implemented to
address HRH gaps and achieve HRH retention:
The correct answer is:
Only A and B are correct.

Question 24
The following statements are true regarding the National Database on Human Resources for Health
Information System (NDHRHIS), EXCEPT:
The correct answer is:
The NDHRIS is incapable of creating health provider and affiliation records.

Question 25
The following are the roles of the DOH in the expansion of scholarship programs and return service
agreements, EXCEPT:
The correct answer is:
Track all government-funded scholars until graduation for all health and allied health professions

Question 26
The following agencies are tasked to source funds for the implementation of the scholarship program
under the Universal Health Care Act and its implementing rules and regulations, EXCEPT:
The correct answer is:
Professional Regulation Commission (PRC)

Question 27
The following national agency/ies is/are responsible to coordinate the inclusion of public health and
primary care practice in the scope of licensure examinations for health professionals:
The correct answer is:
All of the above are correct.

Question 28
The following statements are true regarding HRH supply and demand in the context of Universal
Health Care, EXCEPT:
The correct answer is:
Pre-service institutions prioritize the development of curricula that are more focused on marketable
skills and not on primary health care.

Question 29
In the reformulation of the National HRH Master Plan, the analysis of the current HRH situation in the
country highlighted the following problems:
The correct answer is:
All of the above are correct.

Question 30
The following are the roles of CHED in the reorientation of health education towards Primary Health
Care, EXCEPT:
The correct answer is:
Review the table of specifications for the licensure examinations of the health professions and
integrate primary health care outcomes in the various subjects.

Common questions

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The principles in the National Human Resources for Health Master Plan emphasize strategic planning by focusing on adaptive, evidence-based approaches tailored to national and local contexts, as opposed to rigid, prescriptive methods. This allows for responsive decision-making and flexible implementation that aligns with evolving healthcare needs and priorities .

The reformulation of the National HRH Master Plan highlighted challenges such as workforce imbalances and gaps in training quality. Addressing these involves inclusive analyses of current workforce situations, engaging stakeholders in strategic planning, and aligning educational outputs with health service demands. Multi-sector collaboration and evidence-based policy development are crucial to overcoming these challenges, ensuring sustainable health workforce strategies .

The localization of the National HRH Master Plan ensures that health strategies are tailored to meet the specific needs and contexts of local communities. It requires integrating maturity levels of local health systems into investment plans, thereby promoting more effective and sustainable health interventions. This approach helps align national goals with local capabilities, encouraging decentralization and local ownership of health strategies .

The Universal Health Care Act addresses healthcare professional shortages by mandating that scholars render return service of three full years within a year of graduation or after acquiring eligibility to practice. This requirement ensures that newly trained health professionals contribute to the domestic health system, particularly in under-served areas. This strategy is designed to enhance local capacity and retain skilled professionals within the country .

The National Health Workforce Support System provides coverage in underserved areas by deploying health care professionals to Local Government Units (LGUs) that are unable to meet required staffing standards. This system includes provisions for redeployment in response to crises, ensuring flexibility and responsiveness to emerging health threats. It emphasizes strategic placement based on community needs, effectively addressing gaps in health service delivery .

The systematic approach used to determine HRH gaps involves the formula: HRH Demand - HRH Supply = HRH Gap. This critical analysis helps identify specific areas of workforce shortages and surpluses, informing targeted strategies to optimize health personnel distribution and ensure that healthcare systems can meet the population's needs effectively .

Reorienting health education curricula towards primary healthcare involves several strategies, such as faculty development and prioritizing primary healthcare over curative approaches in training programs. These strategies foster a shift in educational focus, aligning training with real-world health care needs and practices, thereby better preparing graduates for community health roles. This approach supports the development of a workforce equipped to address broader health determinants and preventive care .

Excluding certification mechanisms for primary care health workers from local health investment plans could lead to inconsistent service quality and standards, affecting patient care outcomes. It may also discourage health workers from pursuing careers in primary care due to lack of professional recognition. However, it allows for flexibility in priority setting and resource allocation, placing greater emphasis on urgent or strategic needs within health systems planning .

The initial focus of the National Health Workforce Registry is gathering data on health professionals currently employed both within and outside the health sector. This is significant for healthcare planning as it provides a comprehensive overview of available human resources, enabling informed decisions on workforce development, deployment, and identifying gaps in health service provision .

Higher education institutions support the implementation of national health goals by cultivating a culture of service, nation-building, and integrity, as these are criteria for selecting partners in scholarship programs. These institutions provide the necessary educational resources and support systems to develop competent healthcare professionals committed to addressing local and national health challenges, enhancing the overall quality and accessibility of healthcare .

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