Question NW891 to the Minister of Health
24 March 2025 - NW891
Motubatse, Mr MP to ask the Minister of Health
What (a) is his department’s justification for engaging in labour brokerage in the Western Cape Department of Health (details furnished), despite its well-documented drawbacks and (b) are the full, relevant details on the budget allocation for the specified practice, including the costs associated with (i) agency fees and (ii) potential litigation?
Reply:
(a) The Western Cape Department of Health and Wellness has over 30 000 employees. The Department however makes use of medical agencies as a contingency measure to maintain continuity of care when permanent staff are unavailable. The following criteria are used when hiring agency staff: Agency staff may be utilised when recruitment and selection processes have failed to fill vacant permanent positions; to provide short-term shift coverage until a vacant post is filled; when agency staff coverage is crucial for maintaining service delivery; unplanned absences that necessitate immediate shift coverage for a limited period; and during unplanned short-term peak workloads.
These agencies supplement, rather than replace, the department’s permanent staffing structures, ensuring uninterrupted service delivery. All agency staff must hold current registration with the relevant professional bodies (SANC or HPCSA) and are subject to rigorous compliance and quality-control measures, including attendance registers, in-service training, and clinical mentorship. Contracted agencies face penalties for any noncompliance, reinforcing the department’s commitment to high-quality clinical standards.
Furthermore, recent DPSA regulations have made the recruitment of permanent staff a more time-consuming process. In the interim, agency staff help bridge the gap while the department continues to work towards filling these positions in line with DPSA requirements.
(b) Funding for agency personnel (both nurses and medical practitioners) is allocated in line with identified service shortfalls and patient care needs. The rates are negotiated and concluded at contracting and varies depending on category of staff, specialisation, and shift type.
(i) For the 2024/25 adjusted budget for the Department of Health & Wellness, the allocation for this purpose is 2,6% of the budget.
(ii) There is no separate litigation budget for agency staff, as there is no recorded history of direct litigation arising from these appointments. All agency and locum engagements remain subject to the department’s governance and quality assurance protocols, holding them to the same clinical standards that apply to permanent employees.
END.