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With the support of the Committee of the Regions

Bert van Caelenberg Secretary General,
EUROFEDOP Healthcare Workers
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(No Transcript)
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Attraction and retention of nursing staffBest
practices from European cities
How can we attract and retain more nursing
staff in Europe?
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How to attract and retain nursing staff?
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Method of investigation
1. Elementary investigation - general data -
lack of staff ? - political measures -
migration 2. Terminology
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Method of investigation
3. Aim of the investigation - benchmarking -
best practices - nursing staff
representatives 4. Focus of the project -
recruitment - retention - status of the
profession - role of the social
partners 5. Conclusions 6. Recommendations
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Nursing staff in European cities
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Madrid (Spain)
- Investments in the city - Social dialogue is
well-structured - Attractiveness of Madrid - Pay
in Madrid is higher - Mentality change - Lack ?
Largely solved.
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Paris (France)
- Bureaucracy - Low professional status - Paris
is an attractive city - Higher pay in
Paris - Trade unions mainly in opposition - Lack
? Measures necessary.
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Bratislava (Slovakia)
- Transition to market economy - 7 to 7
shifts - Good image - Higher pay in
Bratislava - Black sheep - Lack ? Yes, massive
migration.
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London (United Kingdom)
- National Health Service (NHS) - Reforms
evaluation and remuneration - Higher pay in
London - Recruitment is no problem retention
is - Key worker programme - Lack ? Yes, bedside
nurses.
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Bucharest (Romania)
- EU member since 2007 - Decentralisation of
competences - Pay equal to rest Romania - Lack ?
Hospitals running empty - Personnel outflow
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Conclusions Recruitment
- Hospital accessibility. - Profession
attractiveness. - Higher pay. - Very active
cities. - Working conditions. - Filling of
vacancies. - Recruitment of students no
problem. - Key worker living programme.
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Conclusions Retention
- (Good) pay and working conditions. - Permanen
t training. - Healthcare top priority. - Tarifica
tion dactivité. - Higher pay for permanent
night shifts. - Hour regulations.
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Conclusions Retention
- Safety at work. - Demographic
trends. - Career opportunities. - Transport to
and from work. - Statutory system. - Child
care. - Internal mobility.
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Conclusions Status nursing profession
- Very high in Madrid, doctors maid in
Paris. - Appreciation contributes to status
improvement. - Respect at political
level. - Image building plays enormous role.
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Conclusions Role social partners
- Close distance from trade union to
policy-maker. - Important easy communication
between administrative levels. - Always first
consultation of trade unions. - Decentralisation
brings policy closer to the work floor. - Good
consultation model.
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Recommendations

• A specific housing initiative.
• Investment in relations with social partners
  produces win-win(-win) situation.

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Recommendations
- A task for politics improve the
image. - Investment in the accessibility of
hospitals. - People choose profession if
conditions are good. - Health first, with prior
attention to the personnel.