The second vice president of the College, José Antonio Trujillo.
The 38 innovative measures ‘made in’ Europe which, if applied, would imply a substantial change for doctors in Spain and it would avoid the widespread discontent that exists in the optional group. This is how he highlights it College of Physicians of Malaga (Commálaga), which points out that the new generations entering the labor market have introduced issues such as the uses and rationalization of timethe flexibility, the emotional salary or job security rather than in a specific job.
His proposals to retain talent range from establishing an emotional salary to a new taxation in relation to family obligations. The corporation mentions at the end of flexicurity in healtha concept that contemplates innovative measures to strengthen professionals, solve the lack of doctors expected in the coming years and, ultimately, improve Spanish healthcare. Some of the most innovative solutions already have proven their effectiveness in other European countries.
The College divides the proposals into eight axis: innovation, flexibility, work-life balance, professional skills, co-responsibility, job stability, remuneration and professional career. “The situation is getting worse and it will be difficult to find a way out of the crisis without tackling the underlying structural problems, as indicated by the little impact of the measures that have been taken up to now”, stated the president of Commálaga, Pedro J. Navarro.
What are the innovative measures?
The document ‘Flexicurity in health: Keys to talent retention‘ and coordinated by the second vice-president of the College, jose antonio trujillo, collects the 38 innovative measures to avoid the discontent of doctors. In the field of innovation, the proposal to establish an emotional salary stands out, a non-economic remuneration that a worker obtains in terms of the facilities that are given to meet your needs personal, family and professional, improving their quality of life and contributing indirectly to the achievement of the objectives of their organization.
There is also talk of a new adapted taxation in relation to family obligations of the dependent care professional beyond the current ones. In addition, in innovation, it is proposed reformulate ineffective job boardsintroduction of more flexible and agile models for hiring professionals, a best assessment of professional merits in the careers of doctors who work in areas of difficult coverage, new models of professional organization, more care programs and patient monitoring with technological platforms, a new less face-to-face concept in some revision consultations and rethinking the activities related to occupational health and temporary disabilities.
Regarding flexibility, variable hours for professionals with dependent people, modify the regulations regarding the enjoyment of vacation periods and permits to make it less rigid, carrying out professional tasks remotely, encourage virtual meetings and the development of technological tools.
Reconciliation is another of the key axes, within which there are measures such as the offer of childcare services and day centersthe voluntary extension of maternity or paternity periods, recognition of periods for the care of dependent people in charge of the doctor, individualized reductions in working hours depending on family responsibilities that are more flexible than the current ones and the Elimination of 24-hour shifts.
Regarding professional skills, the document highlights measures such as creating a work environment in which the professional contribution of the doctor is not questioned according to European legislation, a homologation of the title and medical specialty for non-EU professionals comparable to the rest of European countries and the debureaucratization of care processes.
For its part, in terms of co-responsibility, the distribution of tasks in the care processes is requested in order to the different responsibilities of the professionals, the inclusion of new health professionals in care processes, the reconciliation of care tasks with teaching, research or management tasks within the same working day, establish maximums in care tasks and some minimums in the time of attention to the patient in the consultation and the disappearance of the concept of non-delayed care activity.
Job stability, remuneration and professional career
Regarding job stability, the innovative measures are to make an offer of indefinite contracts conforms to the current new Spanish labor legislation in other sectors, the planning and resolution of annual OPEsfacilities for professional mobility between autonomous communities and the maintenance of the contractual relationship with the health administration rather than the specific job.
Regarding remuneration, the claim is made access to category A plus by the doctorthe introduction of a new remuneration model related to the objectives that is less complex and arbitrary than the current CRP and with a higher economic amount, convergence to the average salary of a European doctor in a period of five years and the accounting of hours invested in medical guards for the purposes of the professional’s retirement.
Lastly, regarding the professional career, the establishment and recognition of a professional career so that each of the doctors can progress throughout their working life, the introduction of more ambitious personal and group incentive systems similar to those developed in professional sports disciplines and the possibility of progressing in the professional career regardless of the periods dedicated to maternity or dependent care.
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