Transparency can make us uncomfortable because it exposes differences we might prefer not to see. But secrecy has its own price. It allows inequality, favouritism and poor decisions to exist without scrutiny.
Prof Arshil suggests retention and retirement benefits specifically for health workers, like an EPF-plus model with dedicated retention allowances, post-retirement health coverage guarantees, and specialised hazard/longevity benefits. Attrition is costly.
JPA approved 13,343 new positions without trade-offs for MOH, including 1,197 for medical officers and 3,471 for nurses. Amid 15,587 existing nursing vacancies, MOH must hire over 19,000 nurses, likely to take eight years by 2034, assuming no one quits.
Doctors, nurses, pharmacists, medical assistants and public health assistants say a pension isn't the sole health worker retention tool, responding to CodeBlue's proposal for an MOH pension. They stress salary hikes, career progression, smaller workloads.
Instead of freezing recruitment, MOF and MOH must move in the exact opposite direction. The ministries need to mandate and fund all necessary measures to aggressively fill every doctor and nurse vacancy across the country as a matter of national urgency.
The Galen Centre calls for the establishment of a Health Service Commission (SPK) authorised to create and fill positions, and set salary scales, with funding for these positions ring-fenced in a 5-year fiscal framework. MPs have mixed views about the SPK.
Every nurse and health care worker deserves a safe working environment. Protecting those who care for others is not only a professional obligation but a moral imperative.
Health Minister Dzulkefly Ahmad says nurses will continue working a 42-hour week for now, with a reduction to 38 hours only when staffing improves. MOH is offering incentives, career progression, and digitalisation to improve working conditions and retain nurses.