I have a concern regarding the implementation of the new Supervised Work Experience (SWE) pathway.
Some of us commenced SWE in 2025 and successfully completed it in early 2026. We were subsequently deployed to district hospitals to serve as specialists, taking on specialist responsibilities, and providing specialist services.
Yet, months after completion, there is still considerable uncertainty surrounding our specialist recognition, salary adjustments and on-call remuneration.
Initially, we were informed that there would be no traditional Surat Warta under the new SWE system, as specialist recognition would be expedited through the National Specialist Register (NSR).
We were told that our specialist salary and entitlements would be based on our NSR registration date. We accepted this arrangement and waited.
Now that some of us have finally obtained our NSR registration, we are being told that a Surat Warta is still required before our specialist entitlements can be processed.
In the meantime, we are expected to continue claiming medical officer (MO) on-call rates despite having completed SWE and obtained NSR registration.
Even more concerning is the uncertainty surrounding backdated payments. Some of us have been informed that specialist on-call claims could have been made from the date of SWE completion, only to subsequently be told that previous claims cannot be backdated.
So, what exactly is the actual policy? When does our specialist recognition officially take effect? Upon completion of SWE, NSR registration, or issuance of Surat Warta?
What about the salary transition from BIPPW to BIPP, tax implications, eligibility for Elaun Pakar di Sabah/Sarawak/Labuan (BIPP Perubatan Sabah/Sarawak/Labuan), and backdated salary and on-call differences?
Why are the rules seemingly changing along the way, and why are there different answers depending on which department or officer we approach?
We understand that the new SWE pathway may involve administrative transitions and that processes take time. However, the lack of clear communication, consistent instructions, and an established implementation timeline is placing affected specialists in an unnecessarily difficult position, both professionally and financially.
We have fulfilled the requirements of the programme. We have accepted postings, served in district hospitals and undertaken specialist responsibilities.
Surely, it is not unreasonable to expect the administrative and remuneration processes to keep pace with the responsibilities we have been entrusted with.
We are not asking for special treatment. We are asking for clarity, consistency, transparency, and fair treatment.
To the relevant authorities, we hope this concern will be addressed with a clear official policy and a consistent directive applicable to all SWE graduates.
After all, a new pathway should bring progress, not prolonged uncertainty.
The author is a very frustrated and clueless district specialist, juggling clinics, OT, daycare, ward rounds and on-calls every day, while still trying to figure out exactly what qualifies us as specialists in the eyes of the system. CodeBlue is providing the author anonymity because civil servants are prohibited from writing to the press.
- This is the personal opinion of the writer or publication and does not necessarily represent the views of CodeBlue.
