Human resources are vital for delivering health services, and health systems cannot function effectively without sufficient numbers of skilled, motivated, and well-supported health workers.
Job satisfaction of health workers is important for motivation and efficiency, as higher job satisfaction improves both employee performance and patient satisfaction. A facility-based cross-sectional study was conducted among health professionals working in health centers in April using self-administered structured questionnaires.
SALARY SCALE OF HIGHER LEVEL HEALTH PROFESSIONALS
All health professionals working in 23 randomly selected public health centers were included. Factor scores were computed for the identified items by varimax rotation to represent satisfaction. Multivariate linear regression analysis was performed, and the effect of independent variables on the regression factor score quantified.
Three hundred eight respondents participated with a response rate of The overall level of job satisfaction was Compensation benefits beta 0. A unit increase in salary and incentives and recognition by management scores resulted in 0.
The overall level of job satisfaction in health professionals was low. Salary and incentives, recognition by management, developmental opportunities, and patient appreciation were strong predictors of job satisfaction.
Peer Review reports. Health services are affected by many factors such as human resources, health delivery, and health infrastructures. Human resources are a vital component for delivering health services, and health systems cannot function effectively without sufficient numbers of skilled, motivated, and supported health workers [ 1 ]. Developing capable, motivated, and supported health workers is essential to overcome bottlenecks in achieving national and global health goals.
The work force is central to advancing health in every health system [ 2 ].
Salary Income Tax Calculation in Ethiopia Latest News
There should be an optimal number and professional mix of human resources to deliver effective coverage and quality of the intended services. Despite health and poverty eradication being high on the international agenda, with significant achievements made in some developing countries, progress remains extremely slow in Africa. This is primarily due to weak health systems characterized by severe shortages, poor capacity, and de-motivated health workers at all levels across the continent [ 34 ].
The presence of high-quality and motivated staff is not only a key aspect of health system performance but also one of the most difficult inputs to ensure [ 5 ]. Job satisfaction of health workers is important for motivating employees and improving efficiency, as higher job satisfaction is known to improve employee performance and patient satisfaction.
Conversely, job dissatisfaction results in burn out, and high employee turnover exacerbates current shortages and results in serious under staffing of healthcare facilities [ 6 ]. The definition of job satisfaction varies from person to person and even in the same person from time to time. Job satisfaction generally refers to an evaluation made by the employee of the job and its environment [ 7 ].WHEAREAS, it is important to set practice boundaries within and across health professional categories thereby promoting integrity of the health professions and ultimately protecting the public from health risks associated with practices beyond allowable scope.
WHEAREAS, it is necessary to provide the basis to the development of standards and competencies for health practitioners, regulation of professional practice, and inform the general public about the services health workers are qualified to provide.
NOW THEREFORE, having regard to relevant training curriculum, graduates profile of health professionals, occupational standards for technical and vocational education and training programs and other relevant best practices, this directive is issued in accordance with Article 55 3 of the Food, Medicine and Healthcare Administration and Control Proclamation No.
Without prejudice to the definitions provided under Proclamation No. There are a growing number health professionals and interested individuals or institutions that are unaware of the requirements for registration and licensure. Box Email: moh ethionet. Definition Without prejudice to the definitions provided under Proclamation No. Justification for Registration and licensure There are a growing number health professionals and interested individuals or institutions that are unaware of the requirements for registration and licensure.
Registration and licensure Process Registration and licensure will be by the Authority or regional Regulatory Authority. Registration and licensure shall be done when health professional have competed their studies and before they are deployed or initiation of work in health related clinical activities. Prerequisites for registration and licensure A. For Registration and licensure of New professionals. Educational documents from University Other documents such as deployment letter Internship assessments for Junior medical doctors and dental surgeons.
Professionals who have completed their post graduate studies are required to present their Senate approval list, a letter from their sponsoring institution detailing their commitments and regarding the provision of registration or license 3. Photograph 4. Filling the application form 5. Fee for new license. Renewal of existing professional license 1. Work experience starting from the previously issued license 2.
Health examination Certificate Preferably recent 3. Filling the application form 4. Returning of the expired license Recent 5 photograph Preferably recent 6. Registration Requirements for health professionals coming from abroad for long term purpose from 3 months up to five years 1. All professional documents:- A. Authenticated Professional License from country of origin C.
English language proficiency certificate for foreign applicants coming from Non- English speaking countries only 4. Two pass-port size photographs 5. Copy of passport for foreign applicants only 6. Fill the application form which is found in Health Professionals Registration and Licensing office under customer service directorate. Fee for the new license D. Registration Requirements for health professionals coming from abroad for short term purpose up to 3 months 1.
Professional License from country of origin C. Language English. Newsletter Complete the form below, and we'll send you an e-mail every now and again with all the latest news.Health in Ethiopia has improved markedly since the early s, with government leadership playing a key role in mobilizing resources and ensuring that they are used effectively. A central feature of the sector is the priority given to the Health Extension Programmewhich delivers cost-effective basic services that enhance equity and provide care to millions of women, men and children.
The development and delivery of the Health Extension Program, and its lasting success, is an example of how a low-income country can still improve access to health services with creativity and dedication. Ethiopia is the second most populous country in sub-Saharan Africa, with a population of over As of the end ofthe United Nations UN reported that 4. Malnutrition is widespread, especially among children, as is food insecurity. Because of growing population pressure on agricultural and pastoral land, soil degradationand severe droughts that have occurred each decade since the s, per capita food production is declining.
According to the UN and the World BankEthiopia in suffered from a structural food deficit such that even in the most productive years, at least 5 million Ethiopians require food relief.
The fact that the country achieved MDG 4, reducing the child mortality and the decline of HIV mortality has helped life expectancy to increase to The Under 5 mortality rate and Infant mortality rate dropped from and in to The ministry of health has achieved this through the Health Extension Program by using a special implementation platform called Women Development Army.
Ethiopia experiences a triple burden of disease mainly attributed to communicable infectious diseases and nutritional deficiencies, NCD and traffic accident.
However, there has been encouraging improvements in the coverage and utilization of the health service over the periods of implementation of Health Sector Development Plan, the health chapter of the national poverty reduction strategy, which aims to increase immunization coverage and decrease under-five mortality at large.
The HEP is designed to deliver health promotion, immunization and other disease prevention measures along with a limited number of high-impact curative interventions. A new measure of expected human capital calculated for countries from to and defined for each birth cohort as the expected years lived from age 20 to 64 years and adjusted for educational attainment, learning or education quality, and functional health status was published by the Lancet in September Ethiopia had the lowest level of expected human capital among the 20 largest countries with less than 5 health, education, and learning-adjusted expected years lived between age 20 and 64 years.
This put it in th place, an improvement over its position in when it was th. Tuberculosis has been identified as one of the major public health problems in Ethiopia for the past five decades. The effort to control tuberculosis began in the early 60s with the establishment of TB centers and sanatoria in three major urban areas in the country. From the very beginning the CO had serious problems in securing sufficient budget and skilled human resource.
Ina well-organized TB program incorporating standardized directly observed short course treatment DOTS was implemented in a few pilot areas of the country. An organized leprosy control program was established within the Ministry of Health inwith a detailed policy in This vertical program was well funded and has scored notable achievements in reducing the prevalence of leprosy, especially after the introduction of Multiple Drug Therapy MDT in This has encouraged Ethiopia to consider integration of the vertical leprosy control program with in the general health services.
This finding indicates that the actual TB prevalence and incidence rates in Ethiopia are lower than the WHO estimates. Additionally, the survey showed a higher prevalence rates for smear positive and bacteriologically confirmed TB in pastoralist communities.The association has reviewed critically the JEG posted on the website and found to be re-evaluated and corrected before the approval and implementation.
The letter submitted to FMOH is as follows:.
Subject: Requesting to re-evaluat and correct the JEG and point ratting for midwifery professions. Ethiopian Midwives Association EMwA is the only professional association representing midwives in Ethiopia which is established in and became an afflicted member of International Confederation of Midwives since The primary goal of the Association is to contribute towards the reduction of maternal, neonatal, and child morbidity and mortality, and improve quality of reproductive health services at the grassroots level in Ethiopia by representing, advocating and promoting midwifery profession.
EMwA is highly committed to expand quality health services for Maternal, Newborn, Child Health, Adolescent and Youth through improving the quality of education and professional ethics. Even though Midwives are working in risky situation and on stress environments, they are saving two lives at a time, which shows Midwives are the key actors when it comes to maternal and child health.
One of the countries recognized globbaly for the prior achivemnts of MDG 4 and 5 is Ethiopia. This contributional facts is very well known by the federal ministry of health.
However, inspite of all these key role in the remostes and risky work environment, the attention given to the profession is very low in terms of job gradding, evaluation, salary, risk allowance, etc…. Based on this invitation, EMwA has assigned two senior midwives and supported the preparation of JEG for clinical midwifery specialist, Midwifery professionals and Midwifery level IV based on their scope of pratice, graduation profile and referencing Ethiopian Occuapational standard documents.
In general, the workload they having at the moment and the point rating are not matching and EMwA believes, this will demotivate and discourage the midwifey Professionals. Thefore, EMwA kindly requesting your usual cooperation to see it again the point rating of all level of Midwives thoroughly in order to make appropriate adjustment. The Association would like to request all member midwives and all others midwives to review the JEG and give us your valid and informative comments via info midwives.
Please send us your comments as soon as possible before or on 2nd August However, inspite of all these key role in the remostes and risky work environment, the attention given to the profession is very low in terms of job gradding, evaluation, salary, risk allowance, etc… EMwA were invited to participate on JEG workshop organized by the FMOH HR Directorate in Adama at Excutive Hotel with the objective of preparing JEG for Midwifery professionals.
Email Us. Search form Search.The Ministry of Public Service and Human Resource Development, has prepared a draft proclamation which allows civil servants to get annual salary increment on the basis of their performance. The amendment is required because a study confirmed that there are gaps in the existing proclamation, he said. The draft proclamation incorporated a set of regulations which compel in service civil servants and new employees to have certificate of competence, including work ethics and psychology, he said.
The new national jobs evaluation and grading system, which will be prepared based on the decision of the Council of Ministers, is aimed at creating productive civil servants, the State Minister said.
Read the original article on Ethiopian Herald. AllAfrica publishes around reports a day from more than news organizations and over other institutions and individualsrepresenting a diversity of positions on every topic.What happened next after a Facebook post caused tensions in Ethiopia? - Edith Kimani in Ethiopia
We publish news and views ranging from vigorous opponents of governments to government publications and spokespersons. Publishers named above each report are responsible for their own content, which AllAfrica does not have the legal right to edit or correct. Articles and commentaries that identify allAfrica. To address comments or complaints, please Contact us.
To contact the copyright holder directly for corrections — or for permission to republish or make other authorized use of this material, click here. Sign up for free AllAfrica Newsletters Get the latest in African news delivered straight to your inbox. Almost finished We need to confirm your email address. To complete the process, please follow the instructions in the email we just sent you. There was a problem processing your submission. Please try again later.The Federal Ministry of Public Service and Human Resource Development has been coordinating service improvement programmes in both federal and state agencies.
The most recent job-related reform aims at standardizing the public service jobs through nation-wide cross sectoral job evaluation and grading.
Accordingly, the service sector government agencies prepare job descriptions as different levels with their own minimum education and experience requirements, and receive the approved posts after passing through the point rating process. The latest of such deeds is the Job Evaluation and Grading JEGenacted in with details of employee placement procedures.
The JEG reform targets to equate salary and benefits of similar positions and job grades in different institutions because it was discovered that different institutions have varied salary scales for similar jobs. These varied salaries and benefits augmented the public servant turn-over as employees leave one and join another for a better employment. This was believed to be biased and unfair. Hence, equitable salary and benefits proportional to job weight, irrespective of institutions, is planned to be put in effect in the coming Ethiopian fiscal year.
The pre-implementation stage of the JEG regulation took more than two years. The Ministry designed an experimental procedure of implementing the reform. It selected sample institutions to enforce the reform and anticipates to find out flaws before the full endorsement and execution. No matter how long it took to complete the point rating processes, sampled institutions have received the officially validated job levels and have started allotting workers to the new vacant levels, since last June.
Nevertheless, placement of workers in the new levels has not been an easy task. Placement is determined by 70pc performance score, 10pc readiness to implement governmental policies and strategies, 10pc profile, and 10pc experience of service on higher positions.
These measurement tools are hardly objective and are subject to biases. In as much as the allocation of workers on relatively higher level posts has got to be competitive, there is a need for optimal objectivity.
Hence, to mitigate subjectivity, the Ministry briefed the establishment of JEG committees, as presented in the JEG Regulation Article 11, for each institution and gave timetables to the committee to undertake the placement of workers. Nonetheless, these institutes and their respective JEG committees, included in the reform process, were observed facing multi-dimensional problems when they started the placement of employees into the new levels. Some of these problems are intrinsic to the reform regulation itself and some others are extrinsic to it.
The intrinsic problems are either related to the assumptions believed to bring an overall change that gears to the aspired goal, or the process of reform establishment. Because this reform has some paradoxes to the national mission of human resource development, it not only contravenes goals that are set up by other ministries but also devalues and undermines higher learning as well. First, in the JEG, all positions in all government institutions demand a Bachelor degree for the highest level.
This has clarification details in the 'brief document' prepared to ease the interpretation and understanding of the JEG regulation, and dispatched to all regarding institutes.
Even though many research institutes and excellence centres want to hire highly educated professionals for desirable achievements, they are not structurally permitted to employ them. Because all positions are set to be sate by Bachelor degree holders and below.
There are no positions that require a Master's degree or PhD. This depicts that there has been an assumption that believes knowledge acquired as an undergraduate suffices for the most intricate jobs in governmental institutions. Second, expert positions demand few years of experience to reach the highest level.All data are based on our survey individual salary entries. Average take home earning is ETBNet. The most typical salary is ETB 90, Gross.
Salary Scale in Ethiopian Public Sector
To do the research of salary details on the charts and tables. Salaries greatly depend on gender, education, experience, age, career, city, etc. Get personal salary report based on your exact career. Below is the list of individual salary profiles - all added on this website. Ethiopia has the fastest growing non oil economy in Africa. Its GDP still remains one of the lowest in the world.
The country has no private sector business, what is almost uniquely in Africa. Workers holding Masters Degree degrees enjoy the highest average gross salaries in Ethiopia. While Workers with Bellow H. School education earn the least, with an average gross income of ETB 85, This is Workers in Ethiopia with more years of work experience outperform their counterparts with less experience. Average salaries in Ethiopia can vary greatly based on a career field.
The difference between the most paid and the lowest paid fields is In Ethiopia economy, Bank Manager is on the top list of highest earners, earning an average gross salary of ETB 2, The gap between the lowest and the highest paid careers is Toggle navigation.
Ethiopia Salary. Ethiopia Earnings. This page has much more salary data! We recommend you To preview individual employee salary entries - just below. What percentage of people earn more or less than you do? Salary entries from individual employees for Ethiopia.
Preparing takeoff sheet and Assisting in the preparation of monthly Interim payment Follow-up quantity progress on daily basis and prepare monthly progress report. Prepare quarterly quantity design review and cost updates reports. Providing comment on design calculations and drawings. Other similar activities when managers assign. Coding and posting on peachtree accounting according to the chart of account. Bank reconciliation monthly.
Health in Ethiopia
Ensure effective business practices and communication with US organization. Management diploma holder. Salary levels Avg. Doctorate Degree. Masters Degree. Bachelors Degree. Some College.