Health workforce planning systems show a high variety of maturity in the EU. Member States tend to focus on diverse aspects of managing health workforces and health policy focuses on optimising the operation of health systems by various measures. Initiatives on task shifting can contribute to more effective organisation of care and human resources for health management at different levels, so committing to improve efficient and sustainable health systems in innovative ways.The main objectives of the TaSHI project are to provide a novel understanding and up-to-date knowledge on task shifting and on transferability and uptake of good practices in implementation. TaSHI applies different methods of analyses in order to provide added value on the concept, notion, and implementation of task shifting at EU-, national- and regional levels. TaSHI performs pilots at five implementation sites to gather evidence and data on the different types of task shifting (e.g. working time re-allocation, re-considered scope of practices in primary care, mental health care, radiology and ophthalmology, benefiting from telemedicine and digital health).TaSHI aims to facilitate dialogues and knowledge exchanges between the relevant stakeholders. Strengthening governance and stakeholder engagement for transferring and upscaling task shifting practices plays a crucial role in policy-making supporting health reforms for workforce development, as well as in enhancing cultural sensitivity, flexibility, readiness, and organizational adaptation to task shifting.TaSHI delivers a collection of good practices, useful tools and methods, a guidebook on task shifting supporting the real-life implementation, case studies on the pilots’ experiences, practical training materials and curriculum, and a set of recommendations. The deliverables on tangible solutions and practical products support EU MS at policy and organisational level to initiate and implement their own actions tailored to the local settings.

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Topic: 3.3 Support the sustainability of the health workforce by developing effective health workforce forecasting and planning in terms of numbers, gender equality, scope of practice and the extent to which training matches the requisite skills, including the ability to make use of new information systems and other advanced technologies, monitor mobility (within the Union) and migration of health professionals, foster efficient recruitment and retention strategies and capacity development, taking due account of issues of dependency and population ageing.
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The main objective of METEOR is three-fold. First, we will enhance knowledge on the determinants of job retention, as well as on the already successfully implemented interventions and retention policies from literature. Second, we will identify and analyse the main determinants related to retention across the 8 participating hospitals in 4 European countries (Belgium, The Netherlands, Poland, and Italy). Third, we will develop policy recommendations through continuous stakeholder engagement. The knowledge acquired through these steps will be iteratively integrated into an accessible and searchable online toolbox.
Activities: (1) Conduct two systematic reviews, one on the determinants of job retention and one on retention interventions; (2) Conduct a document analysis of micro-level policy documents on retention in the 8 hospitals; (3) Develop a questionnaire to assess job retention in the 8 hospitals; (4) Apply the developed questionnaire to collect and analyse data on the main determinants related to job retention in a representative sample of healthcare workers; (4) Organize workshops with key stakeholders to develop policy recommendations; (5) Develop an online toolbox.
Persons benefiting from the project: We will undoubtedly have an impact on the target stakeholders in the participating hospitals (e.g. 930 physicians and 1300 nurses in the Local Health Facility of Agrigento), but we will potentially also affect stakeholders in the consortium countries and beyond.
Expected results: (1) Increase knowledge on retention determinants, interventions and policies; (2) Develop policy recommendations with key stakeholders; (4) Communicate and disseminate our knowledge through an online toolbox.
Outputs to be produced: (1) Two systematic reviews; (2) Analysis of micro-level retention policies; (2) Analysis of retention determinants in the hospitals; (3) List of policy recommendations; (4) Online toolbox.

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Topic: 3.3 Support the sustainability of the health workforce by developing effective health workforce forecasting and planning in terms of numbers, gender equality, scope of practice and the extent to which training matches the requisite skills, including the ability to make use of new information systems and other advanced technologies, monitor mobility (within the Union) and migration of health professionals, foster efficient recruitment and retention strategies and capacity development, taking due account of issues of dependency and population ageing.
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