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Health systems in transition
Portugal
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A study placed Portugal close to the European average in terms of its
eHealth profile (European Union, 2013). Overall, regarding eHealth deployment
indicators between 2010 and 2012, Portugal shows a negative growth of –4%,
whereas the European average grew 3% over the 2-year period. The report
identified that the greatest gains since 2010 in Portugal have been achieved
in “Broadband > 50 Mbp”, “Exchange of laboratory results with external
providers” and “Single and unified wireless”, which delivered 31%, 28% and
25% growth, respectively. However, “Single Electronic Patient Record shared
by all departments” and “Integrated system for eReferral” had negative growth,
at –28% and –40%, respectively (European Union, 2013).
The think tank “eHealth in Portugal: Vision 2020” was an initiative of SPMS,
which aimed to create a forum for reflection and debate about the Portuguese
eHealth Strategy for the period 2016–2020, based on the methodology of the
WHO “National eHealth Strategy Toolkit”. Regarding the benefits for the
Portuguese health system that could be achieved through eHealth, participants
put special emphasis on those related to improving access to health care;
providing information to enhance the quality and safety of care; contributing
to the efficiency of the system; and increasing knowledge on population health
(SPMS, 2015).
4.2 Human resources
4.2.1 Planning and registration of human resources
The ACSS is responsible for planning and recruiting human resources for
the NHS units, especially hospitals and primary care units (see section 2.1.1).
Coordinated actions take place at central and regional levels to assess human
resource needs and implement measures to streamline recruitment and
placement of health care professionals (doctors and nurses). The RHA analyse
human resource needs of the NHS health care institutions within the respective
region. Then, RHAs give an opinion that is analysed and decided at the central
level. The ACSS launches tender procedures at the central level, taking into
account needs foreseen by RHAs. These tender procedures may follow
exceptional rules foreseen in the annual state budget: for example, financial
and non-financial incentives for recently appointed doctors in needed areas;
special regimen to recruit retired doctors for primary and hospital care (Decree-
Law No. 89/2010, of 21 July 2010 and Law No. 7-A/2016, of 30 March 2016);
temporary mobility regimen – for doctors only – for distances of less than