JOHANNESBURG, Gauteng — Addressing the escalating crisis of Gauteng Health staffing shortages, the provincial department has officially acknowledged that human resource deficits remain a critical challenge within the public healthcare system. However, officials insist that decisive, fast-tracked interventions are already underway to stabilize facilities and protect patient care.
Responding to fierce criticisms from labour unions—most notably the Democratic Nursing Organisation of South Africa (DENOSA)—who warn that stretched healthcare workers are making errors and compromising patient safety, Gauteng Health Department spokesperson Steve Mabona outlined a comprehensive turnaround strategy. While acknowledging the department’s financial constraints, Mabona pushed back against union allegations, asserting that labour organizations have been fully consulted throughout the recovery process.
Fast-Tracking Permanent Appointments and Clinical Hires
At the core of the union’s grievances is the claim that the department has left critical vacancies unfilled for too long, resulting in senior management operating in an “acting capacity” that allegedly hinders long-term decision-making. Mabona firmly rejected the notion that acting managers lack executive authority, but confirmed that the department is moving swiftly to secure permanent leadership.
Advertisements for Chief Executive Officer (CEO) positions across head offices and facilities were launched in June. According to Mabona, the shortlisting process has been finalized, and interviews are imminent. Crucially, the department has shifted these executive roles from temporary contracts to permanent positions to attract top-tier talent and ensure institutional stability.
Furthermore, the department has officially lifted its moratorium on clinical positions. Facility CEOs have had their hiring powers reinstated, allowing hospitals to independently advertise and fill vital clinical roles to immediately alleviate the burden on existing medical staff.
Tensions with Labour Unions Over Consultation
Mabona expressed frustration with unions taking to the media space to air grievances, accusing them of adopting a “holier than thou” stance while ignoring the fact that they were active participants in statutory and consultative sessions.
“They attended our statutory sessions where we were ventilating on these challenges and how we are going to be resolving them,” Mabona stated. He emphasized that all labour unions possess detailed information regarding the department’s financial realities, resource allocation, and strategic plans to improve conditions for healthcare employees.
Addressing Specialized Nursing and Psychiatric Care Deficits
The department also conceded facing a shortage of specialized nurses, a challenge Mabona attributed to training quotas set by the Nursing Council and severe resource limitations. Additionally, the province is struggling to attract and retain specialized nursing lecturers due to uncompetitive public sector salary scales.
Regarding psychiatric care, Mabona dismissed claims that the department lacks a strategic plan. He noted that outside of the three dedicated psychiatric hospitals, the province operates 11 facilities equipped with psychiatric wards and resident psychiatrists. While there is a recognized shortage of specialized psychiatric nurses, general nursing staff are receiving targeted training to manage the escalation of violent patients.
Mabona highlighted that a significant portion of psychiatric admissions are driven by substance abuse-induced psychosis. By law, these patients require a strict 72-hour medical monitoring period before they can be transferred to a specialized psychiatric hospital or discharged. For post-discharge management, the Health Department is working in close partnership with the Department of Social Development.
Infrastructure Upgrades and OHS Compliance
Beyond human resources, the physical state of Gauteng’s healthcare facilities has drawn heavy criticism, with warnings that crumbling infrastructure endangers both staff and patients.
To combat this, the department is finalizing a Public-Private Partnership (PPP) aimed at constructing approximately 14 new hospitals, a slate that includes the revival of the long-idle Kempton Park hospital project. Additionally, three other facilities are currently awaiting final completion and handover from the Department of Infrastructure.
For existing buildings, refurbishment programmes are heavily focused on critical utilities, including the repair and upgrading of boilers and electrical backup generators.
Addressing Occupational Health and Safety (OHS) compliance, Mabona noted that the majority of provincial health facilities currently hold safety ratings between 70 and 89, with more than six facilities scoring in the top tier of 90 to 100. The department’s ultimate goal is to elevate all facilities into the 90–100 bracket. However, Mabona maintained that all hospitals currently meet the bare minimum safety requirements—including functional fire extinguishers and backup power—with minor compliance deficits largely restricted to outdated, non-adaptable furniture.
Through these combined efforts to secure permanent staff, upgrade physical infrastructure, and maintain transparent union relations, the Gauteng Health Department maintains it is actively mitigating the current crisis and steering the province’s public healthcare system toward long-term stability.
