Joe Sherlock (Cork East, Labour)
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Question 41: To ask the Tánaiste and Minister for Health and Children the number of nursing posts unfilled at the latest date for which figures are available; the number of qualified nurses who were offered permanent posts in the acute hospital service during 2004; if her attention has been drawn to warnings from the INO that the number of vacancies would rise to 2,000 over the next 18 months; the number of vacancies of ICU nurses; the hospitals in which these vacancies exist; the number of nursing vacancies in accident and emergency departments and the hospitals in which they exist; the steps being taken to deal with the shortage of nurses; and if she will make a statement on the matter. [9423/05]

Mary Harney (Dublin Mid West, Progressive Democrats)
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According to the most recent Health Service Executive — employer representative division — survey of nursing resources, recruitment remains well ahead of resignations and retirements. Employers reported that 765 vacancies existed at 31 December 2004. The vacancy rate now stands at 2.25%. This could be considered to be a normal frictional rate, given that there will always be some level of movement due to resignations, retirements and nurses availing of opportunities to change employment and locations.

The survey does not collect data on vacancies in individual hospital departments such as accident and emergency or intensive care. Data on the number of nurses offered permanent contracts in acute hospitals is not available, however, the survey found that in the year ending 31 December 2004 a total of 3,949 staff nurses were recruited by health service executive areas, voluntary hospitals and intellectual disability agencies. During the same year 3,131 staff nurses resigned, retired or moved to another employer. An extra 819 nurses were employed in the health service in the year ending 31 December 2004.

The recruitment and retention of adequate numbers of nursing staff has been a concern of this Government for some time. A number of substantial measures have been introduced in recent years. The number of nursing training places has been increased by 70% since 1998 to 1,640 from 2002 onwards. In excess of €90 million revenue funding is being provided in 2005 for undergraduate nurse training. Nursing continues to be regarded as an attractive career. Provisional data indicate that overall CAO applications for nursing in autumn 2005 are 8,155 with 4,869 first preferences — an increase of 3.5% over 2004.

A comprehensive range of financial supports have been introduced to support nurses in pursuing part-time degrees and specialist courses, including back to practice courses. The cost of these supports will be €10 million in 2005.

My Department introduced a scheme of flexible working arrangements for nurses and midwives in February 2001. Under the scheme, individual nurses and midwives may apply to work between eight and 39 hours per week on a permanent, part-time basis. Almost a quarter of all nurses now job share or work part-time hours. Since 1998 nurses have been paid for overtime. Previously, they had been given time off in lieu and the introduction of payment represents a further significant financial incentive for nurses.

The promotional structure within nursing, including the introduction of a clinical career pathway, has been substantially improved on foot of the recommendations of the Commission on Nursing and the 1999 nurses' pay settlement. The National Council for the Professional Development of Nursing and Midwifery has been especially active in this area and, to date, over 1,600 clinical nurse specialist and advanced nurse practitioner posts have been created.

Ensuring that there are sufficient nursing resources in 2005-06 is a priority for the Health Service Executive. This will be the transition year between the diploma and the degree programmes. The final group of diploma students recently graduated with the first group of degree students graduating in 2006. A steering group inclusive of nurse managers and human resources specialists has been established by the HSE to manage recruitment in this period. My Department is also represented on this group. This group will oversee the work of a project office tasked with running local and overseas recruitment campaigns. Work is well underway on the tender process for overseas recruitment. The group is also looking at recruitment practices, including the issue of temporary contracts, and retention initiatives. Additional funding has been provided to the HSE for nursing recruitment in 2005.