Tribune. The hospital sector has been in crisis for a long time, long before the Covid crisis. This was a revelation of the unease of hospital staff. The Health Segur, negotiated and signed by the UNSA-Public and Private Health and Social Services and by the National Union of Autonomous Trade Unions (UNSA), is a first response. The signing of this agreement enabled immediate and significant improvements in remuneration. To touch 183 euros net per month, that is to say more 2,196 euros per year with an improvement of the scales of remuneration, is a real effort of the company.
Even though all staff are involved in serving French users in a period of a health pandemic that lasts over time, we can only regret that to this day some public officials in the hospital public service still do not benefit the additional salary index, and deplore the fact that the transposition of salary measures is not homogeneously effective in the health, social and medico-social sectors of the private sector.
Working conditions
However, everywhere, the working conditions and the shortage of manpower are sorely posed.
Salary increases are certainly a necessary lever for the attractiveness of professions in the health sector, the fact remains that they would not be sufficient to respond, on their own, to the challenge of safeguarding our system. health.
In fact, living conditions at work are areas that must now be given priority. Working conditions must become decent again in hospitals and public and private establishments, in the interests of both staff and users.
For example and without being exhaustive, we note a lack of stretchers, a lack of beds, aging equipment, an often dilapidated property… These are realities that impact daily work.
Even if the Ségur de la santé has recorded 9 billion euros of investment over ten years, the delay is such that we fear that this sum spread over time may not respond to the systemic emergency and prove to be insufficient.
Fatigue and weariness
In addition, our businesses are no longer attractive, and the health crisis will even have caused the acceleration of the flight of too many skills. Failure to respect leave and incessant organizational changes contribute to growing fatigue and lassitude among staff.
It becomes imperative to implement a major Marshall plan for recruitment and training. It must be the source of a new lasting interest in the health professions and generate new “vocations”.
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